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Flexible Working for Parents: How to Balance Work and Family Life

Flexible Working for Parents: How to Balance Work and Family Life

In today's dynamic work environment, the conversation around flexible working for parents has gained significant traction. As more parents juggle work commitments with family life, the need for flexible working arrangements has become increasingly apparent. While flexible working has its merits, it also presents challenges, particularly concerning career progression and there is a growing evidentiary base regarding the psychological impact of workers retreating from the regularity of social interaction that the workplace provides. This article explores the balance between these benefits and challenges, delving into statistics, policies, and innovative solutions like the Workplace Nursery Scheme to offer insights into how both employees and employers can benefit.

The Rise of Flexible Working for Parents

Flexible working for parents encompasses various arrangements including remote work, flexible hours, and job sharing. According to a 2022 survey by the Office for National Statistics (ONS), approximately 50% of the UK workforce reported working from home at some point during the pandemic, albeit that number has since climbed down in subsequent data to c 27% in recent Parliamentary submissions. Of these, a significant portion were working parents who found the arrangement beneficial for managing family responsibilities.

Supporting Working Parents: Flexible working arrangements have been shown to support working parents by providing the flexibility needed to balance professional and personal commitments. This flexibility can lead to improved mental health, reduced stress, and increased job satisfaction and this has recently been made a statutory provision under the current Labour administration

Family-Friendly Policies: Many companies have adopted family-friendly policies in the workplace to support this shift. These policies often include parental leave, part-time work options, and telecommuting. According to an albeit 2021 report by Working Families, 77% of UK employers offered some form of flexible working conditions that have apparently held up since, due to the legal support for those conditions with the current government

The Career Progression Challenge

Despite the advantages of flexible working for parents, there are concerns about its impact on career progression. A 2021 study by the Chartered Institute of Personnel and Development (CIPD) found that 30% of managers believed that employees who work flexibly are less likely to be promoted compared to those who are physically present in the office, a trend that has accelerated since according to HR Manager, which suggests over 98% of employers are pushing for a return to work in the office in some way, shape or form.

Managerial Perspectives: Some employers argue that being physically present in the office facilitates better collaboration, networking, and visibility, which are crucial for career advancement. A survey by the Confederation of British Industry (CBI) indicated that 60% of employers felt that office presence was essential for maintaining productivity and company culture.

The Disconnect Between Employers and Employees

There is a noticeable disconnect between employers who prefer having their teams back in the office and employees advocating for continued flexibility. While employers cite concerns over productivity and collaboration, employees value the work-life balance that flexible working offers.

Employees' Desire for Flexibility: Research by YouGov found that 57% of UK employees want more control over their working hours and location, with 41% willing to leave their current job if denied flexibility.

The Workplace Nursery Scheme: A Win-Win Solution

Amidst this divergence, the Workplace Nursery Scheme emerges as a compelling solution for supporting working parents while addressing employers' needs. This scheme allows employers to offer tax-deductible childcare support through salary sacrifice arrangements, effectively making childcare costs negligible for employees.

Benefits for Employers and Employees: By partnering with nursery schools located near office premises, employers can incentivise employees to return to the workplace. This arrangement not only supports working parents but also enhances employee loyalty and retention. According to a study by the UK Department for Education, family-friendly benefits help in earning the loyalty of employees, with companies offering such benefits experiencing a 23% increase in employee retention.

Case Study: Hatching Dragons Nursery: Hatching Dragons Nursery exemplifies this approach with centres strategically located across the Cities of London and Westminster. Their collaboration with employers demonstrates how proximity to childcare facilities can encourage parents to work full-time while ensuring their children's needs are met.

Advantages of Progressive Childcare Support

Providing progressive childcare support through initiatives like the Workplace Nursery Scheme can have far-reaching benefits for companies and the broader economy.

Retention and Productivity: The ONS reports that organisations offering robust childcare support experience up to a 34% increase in productivity. Additionally, these companies often see a reduction in absenteeism and employee turnover.

Supporting Working Mothers: A significant concern in the UK is the career impact on working mothers. Many women have to sacrifice career advancement to fulfil childcare responsibilities, contributing to the UK's declining birth rate. The Equality and Human Rights Commission found that 54,000 new mothers in the UK lose their jobs annually due to pregnancy and maternity discrimination. Providing accessible childcare can empower mothers to pursue their careers without compromising family life.

Population Decline: The UK is facing a demographic challenge with a declining birth rate. Promoting family-friendly policies in the workplace and supporting working parents can help address this issue by encouraging families to have more children.

What Hatching Dragons does to help our Families Reduce Costs

Hatching Dragons Nursery is committed to supporting families in managing the financial demands of childcare through a variety of innovative discount and subsidy schemes:

  1. Workplace Nursery Scheme - an employee benefit in which your employer pays for childcare from your pre-tax income, reducing your PAYE and their employers NICs. We've saved some families over £10k on this measure alone. See further details on Enjoy Benefits, Yellownest, Kinsail and Mintago
  2. 15-30 Hours free Childcare - 15 or 30 hours of childcare 38 weeks / year are funded by the local authority for children aged 9 months to 3 for eligible families and for all 3-4 year olds. Check your eligibility here
  3. Universal Credit - 85% of your fees are repaid by Universal credit for qualifying families up to a cap of just over £1000 a month. See here for more information
  4. Student Childcare Grants - 85% of childcare costs are covered by Student Finance for full time students. Read more here
  5. Tax Free Childcare - HMRC will top up any contributions made by qualifying families to their childcare tax account online with a 20% payment, up to an annual contribution of £2000 a year. For more information, click here
  6. Public Sector Discounts - of up to 50% for those working in charities, the civil or public sector or government
  7. Referral Discounts - 5% off for 6 months for every family you recommend, uncapped by the number you do.
  8. Sibling Discounts - 5% off for any sibling that enrols
  9. Advanced Payment - up to 10% off for families who pay down in advance

And we allow many of these discounts and subsidies to be bundled together to maximise your savings with us

Why not book in a visit at one of our schools to discover how we can help you?

Conclusion

Flexible working for parents is a multifaceted issue that requires a balanced approach to ensure both employees and employers benefit. While flexible working arrangements provide invaluable support for working parents, it's crucial to address concerns over career progression by fostering an inclusive workplace culture. Employers can leverage innovative solutions like the Workplace Nursery Scheme to attract and retain talent, support employees' family needs, and ultimately enhance productivity and loyalty.

By embracing family-friendly policies and recognising the importance of flexibility, companies can cultivate a work environment that not only supports working parents but also contributes to the organisation's long-term success. As the UK continues to navigate the complexities of modern work-life balance, flexible working for parents will undoubtedly remain a pivotal aspect of the future workplace landscape.