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Moms are more than just unhappy with their jobs.  Is your business doing enough to keep new parents on board? Don't guess. Look for concrete, actionable data to see if your work environment is delivering what they need. Check out this article from Fast Company to learn why 1 out of 3 moms are ready to quit work for good: https://buff.ly/4aIM3PD   #employeeengagement #hr #parenting #vantagepoint

A recent article highlights a staggering statistic: one-fifth of working parents could only last a week without pay if their child fell ill or was injured. 😔💔 (article here https://lnkd.in/ebNxPz69) This alarming figure underscores the critical need for employers to foster a supportive and financially secure environment for their teams. That's why we're committed to enhancing employee engagement and well-being through our comprehensive ePayslip and Employee Hub solutions. 🔹 Reliable Access to Financial Information: Our digital ePayslips ensure that employees have immediate, secure access to their pay information, helping them manage their finances effectively, even in challenging times. 🔹 Comprehensive Employee Support: Our Employee Hub provides a centralised platform for employees to access important resources, benefits, and support services, ensuring they feel connected and valued. 🔹 Flexibility and Security: We empower employees with the tools they need to navigate financial uncertainties with confidence, offering flexibility in accessing and managing their pay and benefits. In these uncertain times, it’s more important than ever to prioritise the well-being of our teams. Let’s work together to create a more engaged, supported, and financially secure workforce. 💪🌍 To find out how we can help your business, visit www.SSLPost.com #EmployeeEngagement #FinancialWellbeing #HR #SSLPost #ePayslips #EmployeeHub #SupportYourTeam

We love a listicle as much as the next person, but something about this article feels like it misses the mark... The article in question is titled: "8 High-Paying, Flexible Jobs for Working Moms." One could say it's a well intentioned article and potentially even helpful for some people. But here's the problem: it puts the burden on women and overlooks the systemic factors that make balancing work and family such a challenge in the first place. The article feeds into a wider narrative: that it's moms who need to find the solution; it's moms who need to be fixed; it's moms who need to fit themselves into the workplace, rather than overhauling the world of work itself. The focus on individual career choices deflects attention away from the need for broader societal changes: affordable childcare options, parental leave policies, and flexible work arrangements for all parents are crucial aspects missing from the discussion. It also suggests that high-paying, flexible careers are readily available, which, as we all know, isn't the case. Not in this economy. In reality, most flexible work arrangements come with lower wages - there's a reason why the gender pay gap exists. To top it all off, the article concludes that, "with the right skills, experience and mindset, it’s entirely possible to build a successful career while still being present for your family." If only it was so easy. https://lnkd.in/eFXqYxSa?

The school holidays: a six week break for children; but six weeks of added stress to many working parents! And what about employers? Business must go on! Annual leave should address some of this period. In most cases, due to strict school rules, families are limited to going on holiday when school is shut down, so many may seek to take one or two weeks’ leave for some time away from home anyway. Such holidays will normally be planned well in advance, and whether your holiday request policy is first come, first served or something else, make sure everyone is well acquainted with the rules so that no one is left disappointed. In July's edition of #PeopleMatter, we discuss this case in full. We also discuss working from home policies, hiring ex-offenders, office relationships, and more... To read these articles in full, and find out the latest from the world of HR, check out our newsletter here: Read here: https://lnkd.in/e28FHeRP

This makes me delighted and cross at the same time. Why? "Sexy energy: The number of energy job postings leapt 24 per cent in the past year and the move to net zero has seen the sector shake off negative connotations, ensuring that it is increasingly seen as a desirable career for young workers. There are a huge number of jobs ranging from retrofitters and installers to UK-based manufacturing for high-tech and high-quality parts." Great. As a sector, we've all been working hard to demonstrate that there are fantastic, rewarding careers to be had in Energy. Not just in traditionally male stereotypical roles like installations, but in all corners of the industry and in particular with emerging tech firms. "The in-person premium: While hybrid working looks to be a permanent feature for many workplaces, we are now starting to see more employers mandating in-person days. Some companies are increasing salaries for employees who need to show up in-person, in what is becoming known as the “in-person premium”." Really? The average annual cost of a full-time nursery place for a child under two in Britain has now hit £14,836, according to a report by Coram. How can we create opportunities for a more diverse workforce that better represents the population if we're forcing families out of the workplace through restrictive policies on the basis of affordability? What do employees, and employers need to know? The Flexible Working (Amendment) Regulations 2023 (the Regulations), which were laid before Parliament on 11 December 2023 mean that from 6 April 2024, employees will have the right to request flexible working from “day one” of their employment. ‘Flexible working’ can refer to working patterns or hours, including part time, flexi-time, term time, compressed hours and adjusting start and finish times, as well as location; for example, working from home. Employees will be able to make two requests within a 12-month period, compared to the single request they are currently allowed. There will also no longer be any requirement for the employee to explain what effect their request will have on the employer or how the impact might be dealt with. Not all roles are going to be suitable for every requested working pattern, but approaching any requests from the point of view of ‘how could we make this work?’ is a good starting point. The opportunity? Employers: Reassess and enhanced operating models. Employees: Know your rights and consider how the new regulations can support your individual circumstances. #genderequality #flexibleworking #hybridworking #smarterworking

Parents are the #sidehustle OG’s. And yes, I”m working from the school pickup lane. 🚗 A lot of us are. The second hustle has been caring for our family. Working parents are putting in more than full time. 👩🏼💻 #Employers who respect their employees' time with their kids are the ones who will keep them. The ones who’ll recruit them. The word gets around when you give actual benefits. 📣 And if you're a hustler employee, you're worth more than gold ⚱️ to your employer. Benefits are supposed to be more than just a salary Why then aren’t you enticing employees to choose you as an employer?? Stop making the term “employer benefits” a pun. 🙄 Actually give something that less than 10% of employers offer! #showusyourchildcare and they may apply #workingparents #employeebenefits #sidehustle #benefits #hr #work #worklife #payme #womeninsales

If you’re considering introducing a pay premium for your employees that come into the office, stop and think about who are the most likely to be able to take advantage of that premium.

With many businesses still reeling from the idea of people working more flexiblly, I have a few (probably unpopular) suggestions for what I'd like to see in the next wave of desk emancipation: 🤔 Commuting in working hours - as working from home normalises and commuting becomes more optional, I think staff will become entitled to ask for their commute to be built into their working day. For service businesses at least, if employers are insistant on people being physically present and it's a demand the business makes rather than a personal preference then put your money where your mouth is. Commuting is often inconvenient, tiring, expensive and out of hours. I'd charge for that! 🤔 Improving childcare - the state of childcare in this country is an embarrassment. It's hard to get, harder to keep and it's absence can block choice, progression and raise stress. This still disproportionately affects women but the reality is it affects everyone, including the kids. Biz can play a role in easing this - we are wild advocates of Parental leave here at SOON_Towers - but maybe the government should actually do something for once? Tall order I know when there's a distraction culture war to start. How about letting people pay for childcare before tax as a salary sacrifice? (yes, yes I know chidcare credits exist but that's barely enough to buy a month of care for most people). 🤔 Updating remote working legislation - current regs are massively out of date and built for pre-pandemic times. Lots of people now work from home or flexibly. From a legal perspective they are still office workers, but choose to base elsewhere. This means employers can work around requirements that scale to absurdity under the guidance for Remote Workers like having to PAT test every single appliance in your employees house to meet OHS regs. I actually managed to speak to someone for the department for Business & Trade a while back and they said, (to paraphrase), "You're right. We need to do something, we are too busy, don't worry about it we will be in touch." There you have it. They know. They just haven't got there yet. Got any hot takes on what's coming? Let's have it. #remoteworking #futureofwork #whatsnext?

Let's not start 2024 by rewarding outdated models of work at the expense of those who thrived (and kept the economy afloat) through remote work. Time for policies that value productivity over presenteeism! #WorkplaceTrends #GenderEquality #RemoteWorkBenefits

The share of workers who are self-employed rises markedly with age. Self-employment may be an attractive option for older workers who seek more flexibility and autonomy or reduced hours of work, or for those who experience difficulty finding suitable wage and salary work. Understanding the role that self-employment plays in facilitating work at older ages is increasingly important as more Americans work into their late 60s or early 70s. The self-employed are often treated as a homogenous group due to the limited information available in standard labor force surveys. Yet their ranks include business owners who may have employees, independent contractors operating as sole proprietors, day laborers, online platform workers, and others who do informal work for pay. Self-employment is a full-time job for some, while for others it is part-time, casual, or intermittent. #contractors #selfemplyment #workforce https://lnkd.in/gH4yk_mC