Employer Friendly Policies..?

A number of government measures were introduced in April this year to support working parents. But what is in it for the employer? Actually, before you despair, quite a lot!

Recruitment and Retention - it is becoming increasingly difficult to find skilled and experienced staff and therefore the availability of flexible working practices is a powerful recruitment aid. If businesses want to get the best people, when 70% of job seekers in a recent DTI poll said they want to work more flexibly, they need to adapt to new ways of working.

Reduced Absenteeism - it has been shown that the degree of control an individual has over their work has a direct impact on their effectiveness at work.

Client Satisfaction - client satisfaction arises not so much from responding immediately to queries and requests, but rather by effective structuring of expectations and developing strong relationships that allow for first class service in a flexible way.

Peaks and Troughs - flexible working can help businesses through natural peaks and troughs of work, whilst allowing individuals ‘time out’ to recover after particularly busy periods.

The Legislation

Maternity

  • Ordinary Maternity Leave - 26 weeks.
  • Ordinary Maternity Pay - during the first six weeks of OML, payment is at 90% of average earnings, followed by a further 20 weeks at £100 or 90% of average weekly earnings, whichever is lower.
  • Additional Maternity Leave - 26 weeks (subject to 26 weeks continuous service).
  • Additional Maternity Leave - unpaid.

Paternity

  • Paternity Leave - two weeks within eight weeks of the birth (subject to 26 weeks continuous service).
  • Paternity Pay - £100 or 90% of average weekly earnings whichever is lower.

Flexible Working

  • Employees with parenting responsibilities may ask for a flexible working pattern, changing the number of hours they work, times or workplace.
  • A meeting must be held to discuss within 28 days and a decision made within 14 days of the meeting. A clear business case must be established for any decision.

Whilst legislation, as outlined above, now requires you to put in place family friendly policies, hopefully we have illustrated how they can also really work for your business!