With most schools offering 13 weeks of holiday each year, working parents face a significant challenge
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Annual leave entitlement in the UK is a minimum of 5.6 weeks, so most working parents are forced to find childcare. This issue is further compounded by the rising costs of holiday childcare, which have increased by 6% over the past year. Balancing work, life, and childcare during the six-week summer break is a common struggle for many parents.
To help navigate this period, we’ve compiled a guide with ten tips for both employees and employers. These suggestions aim to create a supportive work environment and help working parents balance their responsibilities more effectively. Managers can also use this guide to consider and propose options that could work in their organisation, to support working parents within their team.
Remember, if you are feeling overwhelmed as a working parent - there are resources available to help you. Do not hesitate to seek support from your manager about options available and talk through your concerns/stressors.
The Law
Eligible employees can take unpaid parental leave to look after their child’s welfare, for example to:
Their employment rights (like the right to pay, holidays and returning to a job) are protected during parental leave.
Parental leave is unpaid. You’re entitled to 18 weeks’ leave for each child and adopted child, up to their 18th birthday. The limit on how much parental leave each parent can take in a year is 4 weeks for each child (unless the employer agrees otherwise).
You must take parental leave as whole weeks (eg 1 week or 2 weeks) rather than individual days, unless your employer agrees otherwise or if your child is disabled. You don’t have to take all the leave at once. A ‘week’ equals the length of time an employee normally works over 7 days.
Notice Period
Employees must give 21 days’ notice before their intended start date. If they or their partner are having a baby or adopting, it’s 21 days before the week the baby or child is expected. Employees must confirm the start and end dates in their notice. Unless an employer requests it, this doesn’t have to be in writing.
Tips for Employees
1. Request Flexible Work Options
Discuss with your employer the possibility of working from home more often during the holidays to ease sourcing childcare.
2. Adjust your Work Hours
Consider requesting to temporarily change your work hours to longer days but fewer days per week, freeing up extra time for childcare.
3. Evaluate Unpaid Parental Leave vs. Childcare Costs
Sometimes, taking unpaid parental leave can be more cost-effective than paying for childcare. UK parents with over a year at their company are entitled to four weeks of unpaid leave annually.
4. Check for Financial Support Eligibility
Explore financial support options like Tax-Free Childcare or Universal Credit to alleviate the rising childcare costs.
5. Leverage Bank Holidays
Use bank holidays strategically to extend your time off without additional leave, creating longer breaks with your children.
6. Discuss Frontloading or Backloading Hours
Request the option to work fewer hours during school holidays by frontloading or backloading your hours to better accommodate your childcare needs.
7. Coordinate Playdates with Other Working Parents
Team up with other parents to share childcare responsibilities, reducing both costs and the amount of leave required.
8. Explore Various Childcare Options
Research different childcare options and compare to find the most cost-effective solution. Even small savings can add up over the summer.
9. Utilise Charity Time Off
If available, use paid charity leave to engage in community service activities with your children, offering a productive and bonding experience.
10. Communicate with your Employer and Colleagues
Share experiences and solutions with your employer and other working parents in your organisation. This can lead to discovering new strategies for balancing work and childcare.
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Tips for Employers
1. Offer Flexible Working Arrangements
Allow employees to adjust their schedules or work remotely, significantly reducing the stress of balancing work and childcare.
2. Provide Clear Information within Leave Policies
Ensure employees are well-informed about their entitlements, such as unpaid parental leave and annual leave, to help them plan their time off effectively.
3. Focus on building a Supportive Work Environment
Encourage open dialogue about the challenges of balancing work and childcare. Management understanding and support can boost employee morale.
4. Explore On-Site or nearby Childcare Solutions
Consider providing on-site childcare or partnering with local providers to offer discounts, providing much-needed relief for working parents.
Inform employees about available financial support for childcare, helping ease the financial burden on working parents.
6. Facilitate Peer Support Networks
Encourage parents within the organisation to share tips, coordinate playdates or shared childcare arrangements, and build a supportive community.
7. Review and Adjust Workload Expectations
Consider adjusting workload expectations and deadlines during school holidays to accommodate employees' childcare responsibilities, maintaining productivity and satisfaction.
8. Provide Temporary Job Sharing Options
Offer job sharing or part-time work arrangements during school holidays to help parents balance their responsibilities more effectively.
9. Implement robust Family-Friendly Policies
Develop and promote family-friendly policies that support employees in managing their In today's competitive job market, companies that are known for supporting working parents have a distinct advantage. Prospective employees often seek out employers who offer family-friendly policies, making it easier for companies to attract top talent.
10. Recognise and Appreciate Employee Efforts
Acknowledge the efforts of working parents in balancing their responsibilities and show appreciation for their hard work and dedication.
Final Thoughts
Supporting working parents not only benefits the individuals and their families but also the overall workplace. When employers provide support for working parents, it significant boosts their morale - employees feel more understood and likely to be engaged and motivated.
Balancing work and childcare can be incredibly stressful. By providing support, employers help reduce this stress, which can improve employees' mental health and overall wellbeing. Happier, healthier employees are more likely to be productive and committed to their jobs.
A supportive approach to working parents contributes to a positive workplace culture. When employees see their colleagues being supported, it creates a sense of community and fairness, leading to better teamwork and a more cohesive work environment.
In today's competitive job market, companies that are known for supporting working parents have a distinct advantage. Prospective employees often seek out employers who offer family-friendly policies, making it easier for companies to attract top talent.
Back to School - Supporting Parents & Carers in the Workplace
We are hosting a 'Lunch & Learn' in September, facilitated by our CEO Emma Wynne . This event addresses the challenges parents and carers face as children start school or go to university.
The session covers three main topics:
Proceeds benefit the Northampton Saints Foundation . Sessions include taught material, Q&A, and are available online for UK-wide participation. Subscription HR clients and CMI students can attend for free or contribute to the charity.
Book / read more details about the online webinar here