As back-to-school season approaches, employers can aid parents with flexible work options that foster work-life balance and increased productivity, explains Gemma O’Connor
The back-to-school season is nearly underway as kids and parents prepare for the new school year.
This can be a busy time for working parents, particularly for parents of children facing a milestone like starting primary or secondary education.
So, what can employers do to help staff balance their home and work lives?
Communicate with your staff
Most employees should be able to predict when they might need extra flexibility to help their children settle into their new surroundings.
Different employees will have different requests depending on their child’s level of education.
As each employee will have different requirements, there is no silver bullet for managing this situation other than to ensure that you listen to staff and make efforts to accommodate any supports they request.
Consider flexible work options
If an employee requests flexibility during back-to-school season, consider it and what solution might work best for both parties.
Some solutions could include:
- Working from home on certain days;
- Early finishes/late starts on certain days;
- Compressed hours; and
- Staggered hours.
While you have no obligation to grant requests for flexibility, a blunt refusal to accommodate working parents increases the likelihood of alienating employees.
Employees who feel let down by their employer are also likely to spread the news of their bad experiences, resulting in reputational damage and hindering your recruitment and retention efforts.
Treat people fairly
If only working parents are granted flexible work options during the school year, you also risk frustrating employees who don’t receive comparable benefits just because they don’t have children.
It’s important to avoid granting privileges to parents only. If you provide benefits to working parents based on promoting work-life balance, you should extend the same flexibility to staff who need to care for an elderly parent or a spouse who’s ill, for instance.
If you operate your workplace on the basis that everyone will need flexibility at one time or another, all staff will buy in and the organisation will avoid employee unrest that could develop if only working parents enjoy flexible work options.
Prepare for new workers’ statutory rights
The Work Life Balance Miscellaneous Provisions Act 2023 has been partially in force since 3 July.
Once fully in force, this new piece of employment legislation will introduce five statutory rights for employees to foster a better work-life balance and to support staff with caring responsibilities.
In summary, the Act introduces the following rights:
- Five days’ unpaid leave for medical care purposes for parents of children under 12 and carers;
- Five days’ paid leave for victims of domestic violence;
- The right to request flexible working for parents and carers;
- The right to request remote working for all employees; and
- The right to breastfeeding breaks extended to two years from the date of the child’s birth.
Employers should be ready to receive requests from employees in line with this employment law scheduled to come into effect in full this autumn.
Find balance
Recognising the needs of working parents during the back-to-school period is crucial for fostering a supportive and inclusive work environment.
Working parents often encounter added responsibilities as schools reopen, from adjusting schedules to managing childcare. By understanding these challenges and providing flexibility, employers can mitigate stress, enhance employee well-being and maintain productivity.
Acknowledging the unique demands of working parents (and extending the same benefits to non-parent employees) promotes a harmonious balance between professional duties and family responsibilities.
Gemma O’Connor is Head of Service at Peninsula Ireland
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