WM People ’s Post

🚨 A record-breaking 69,000 employees reported being absent from work in August due to childcare issues. 🚨 (Source: Bureau of Labor Statistics via NBC News) This isn’t just a personal problem for working parents—it's a market failure impacting businesses everywhere. When employees can’t access affordable childcare, productivity plummets, and the whole team feels it. That’s where lifestyle benefits like childcare or family stipends come in. By giving employees the flexibility and financial support they need, we can: ✔️ Reduce absenteeism ✔️ Boost productivity ✔️ Retain top talent It’s not just about perks. It’s about creating a workplace that works for everyone. Is your company ready to step up? #LifestyleBenefits #ChildcareSupport #EmployeeBenefits #HR #WorkLifeBalance #FutureOfWork

We made the front page of HR magazine! 🥳 Such a surreal moment - this is our first ever research report at ivee | The return-to-work platform and it's great to see the data having such an impact. Last week, Labour announced that they are scrapping the Workers (Predictable Terms and Conditions) Act 2023, days before it was due to come into law. The Act gave workers with uncertain hours the right to request predictability about their working days and times, the number of hours worked, and the length of their contract. Our research uncovered that this law change will disproportionately impact working mothers - they are the ones who rely on stability and bear the burden of managing childcare. I told HR magazine: "Unpredictable work creates a unique set of challenges for parents, particularly mothers, who take on the bulk of caregiving responsibilities in the UK. Because childcare in the UK is incredibly expensive, this demands careful planning. When your work schedule constantly shifts, it becomes nearly impossible to organise around school pick ups, appointments or family routines. What makes this even more stressful is the financial instability that accompanies irregular work.” What do you think about this law change? 🤷♀️ #workingmums #predictablework #labourgovernment

Insightful read, as we enter 2024. Highlighting some key changes to families, from funding changes to new family friendly regulation.

One of the reasons why I prefer to be a full-time freelancer (even if I earn less) is this. #MotherhoodPenalty is a real and demoralising thing in the UK. This month, as I was interviewing for different SEO roles, I declined 4 out of 5 interviews because the 4 places did not want to give me any kind of flexibility, and then you wonder why the UK workforce is so uniform (read: not diverse) and apathetic towards mothers who want to work. Read this post by Abigail Morrish York. #womeninbusiness #genderequality #flexibleworking #womenintheUK #pregnantthenscrewed

A recent BBC article caught our eye, stating that a significant portion of the working-age population are inactive in the labour market. Whilst long-term illness is cited as the main cause for around a third of this group, the Office for National Statistics (ONS), states that caregivers, people with disabilities, and “discouraged workers” make up a significant proportion. We already know that this issue affects working mums too, as childcare costs and a lack of flexibility can make working a challenge. To make the workplace more accessible for all these groups changes are needed at an organisational and societal level. There is a shortage of flexible, affordable childcare. Organisations should be encouraged to implement flexible working arrangements, such as remote work options or adjusted schedules, to accommodate caregivers and individuals with disabilities. Additionally, creating inclusive hiring practices and fostering a culture of diversity and inclusion within the workplace can help encourage discouraged workers to re-enter the workforce. Overall, proactive measures to address accessibility concerns and promote inclusivity are essential for creating a more accommodating and supportive workplace environment for everyone.

It's estimated that between 1.2 and 1.5 million workers in the US (the majority of whom are women) either shorten hours or miss work entirely due to childcare needs. However, this lack of affordable childcare affects everyone at your organisation--including those who don't even have children. Offering flexible hours and/or the option for remote work can truly make a difference for parents and non-parents alike. "Employers are not just missing out on understanding the scale of lost work hours. Co-workers picking up the slack for absentee workers leads to increased rates of burnout for everyone else." https://lnkd.in/gyV9kdWS #flexibleworking #workingparents #childcare #flexbilehours

“London, London, London. Mummy, you go to London all the time!!” I only go once a week my love. “School meeting, school meeting, school meeting!” It was a Governor meeting darling, and it’s only once every couple of months. I’ve had this a lot recently. September seemed like a long month. The juggle is hard. Working part time helps. I’ve chatted to a lot of friends recently; friends who aren’t working and are planning to go back once their children are all in school, friends who work full time and children go to full wraparound school/nursery five days a week, friends who work in job shares, others who also work part time, friends who left a salaried role to work freelance. We’re all juggling. There is no easy answer. Kemi Badenoch said her comments this week were misrepresented. But I cannot help but feel that the “maternity pay is excessive” and “it’s gone too far” narrative is just so deeply unhelpful. Families need an income to survive. Rent, mortgage, bills, food, childcare costs. The UK ranks one of the lowest amongst European countries that offer statutory maternity leave. We need to do more for maternity and paternity leave, and to tackle crippling childcare costs, not do less. Yesterday our 3-year old and I accompanied a school trip for our oldest daughter as it fell on my non-working day. What an absolute delight to be able to attend, to drop the children at school and not rush back, prepare their tea and pick them up. For us, in our world, all hail the non-working day 🌍🙌🏼✨ The government, opposition parties, those with an influential voice, all need to do more. Not less. #WorkingParents #StatutoryMaternityPay #ChildcareCosts #PartTimeWorking #GenderPayGap #FlexibleWorking #TheJuggle #DoMoreNotLess

As Election Day approaches, it’s important for employers to recognize the unique challenges faced by working parents. Across the country, countless schools are used as polling locations, displacing students and creating a childcare conundrum for many families. Employers can make a significant difference by being understanding and flexible. Here are a few ways to support working parents: Offer Flexible Hours: Allow parents to adjust their work schedules to accommodate childcare needs. Provide Remote Work Options: Enable parents to work from home if possible, reducing the stress of finding last-minute childcare. Encourage Time Off: Support parents in taking time off to vote and care for their children without penalty. By showing empathy and understanding, we can help ensure that all employees feel supported and valued, especially on important civic days like Election Day. Disclaimer: These thoughts and opinions are my own and do not reflect those of my employer. #WorkingParents #ElectionDay #EmployeeSupport #WorkLifeBalance

What do employers want from the next UK government? As the next General Election approaches, both Labour and Conservative manifestos are prioritising the childcare issue. A recent survey by the Recruitment & Employment Confederation reveals that employers see increased childcare provision as a critical factor in reducing economic inactivity in the UK.  While expanding childcare access was the top choice (55%), employers also highlighted other areas needing attention: 👉 Shorter NHS waiting lists (54%) to help people return to work after health issues. 👉 Targeted occupational health support (53%) to assist long-term sick individuals in returning to work. 👉 Promoting flexible working options (52%) to improve work-life balance and potentially reduce sick leave. As an employer, what are your thoughts on this? What do you want to see the next government prioritise?  #GeneralElection #UKElection #BusinessTrends #BusinessNews #REC

Are workplaces doing enough with policies that support working mothers? According to the The Cost of Doing Nothing report, “When comparing women’s labor force participation rates in the 15 countries with the largest GDPs per capita, the U.S. came in last,” mostly attributed to a lack of investment and oversight of policies such as paid sick leave, paid family and medical leave, and child care. So, what are the best workplace policies for working mothers? Some might include: ➡️ Company-paid healthcare coverage ➡️ Paid time off ➡️ Parental leave ➡️ Nursing benefits ➡️ Childcare ➡️ Flexible work structures ➡️ Career growth and development Read all about how these policies can benefit mothers and even employers (link in comments). #ListenToYourMothers #WorkingMothers #PoliciesSupportingMothers