Four Ways Employers Can Support Working Parents
Across all industries, balancing professional responsibilities and personal time is a challenge, especially for parents. For individuals with families, the demands can feel relentless; after working eight hours, they return home to manage childcare, chores, and errands, creating an endless to-do list. This never-ending cycle leads to exhaustion and mental burnout, which can negatively impact their work performance and their personal life.
As an employer, it’s essential to understand the needs of your workforce and provide the necessary support. Many parents need to take time off to care for their families, whether that time is planned or unexpected. Seventy-one percent of surveyed caregivers use their time off to catch up on work. Excessive work without rest can lead to burnout, reduced productivity, and lower morale. On the other hand, taking too much time off can lead to unpaid leave, which can negatively impact your employees and your organization.
How can you support your working parent employees? Continue reading to discover different ways you can assist your workforce.
Provide Flexible Scheduling
Flexible and hybrid work schedules are no longer workplace perks; they are a necessity. Parenting lacks a fixed schedule; anything can happen at any time. If one of your employees’ children is sick and needs to be picked up from school, instead of requiring them to take time off, allow them to work from home. Offering flexible scheduling empowers employees to respond to unexpected situations. By trusting your employees and providing them with the option of hybrid or work-from-home arrangements, you can enhance their morale and productivity. Allowing them to take their work home while caring for their children demonstrates your commitment to their well-being and family life.
Educate Workers on Family and Medical Leave Act Guidelines
The Family and Medical Leave Act (FMLA) allows eligible employees to take unpaid, job-protected leave to care for or support a family member. Employees can take up to 12 weeks of covered leave. Common medical reasons for utilizing FMLA leave include, but are not limited to:
- The birth of a child or caring for a newborn child within one year of birth.
- To care for a spouse, child, or parent who has a serious health condition.
- Managing a serious health condition that makes the individual unable to perform the essential functions of their job.
FMLA leave is a valuable resource for employees who need to care for themselves or a family member for an extended time. However, workers are often unaware of the qualifying conditions, coverage options, or what constitutes a serious health condition. Hosting educational sessions, providing resources, and distributing materials on FMLA leave are effective ways to inform your workforce about their options.
Increase Parental Leave
Typically, paternity leave lasts about a week, while maternity leave can range from four to six weeks. Although the leave timeframe varies based on company policy, expanding the leave available for parents to bond with their newborns can significantly benefit both employees and the organization. Offering parental leave showcases your dedication to your employees, their health, and their families, fostering a positive culture of trust, loyalty, and appreciation.
Provide Access to Employee Assistance Programs
Employee assistance programs (EAPs) are great tools for working parents to utilize. EAPs can help individuals manage their mental health and stress by providing techniques and tools to regulate their emotions. EAPs can also assist with time management and provide emotional support when they are overwhelmed. As an employer, offering access to an EAP showcases your dedication to employee wellbeing and health.
Another Helping Hand
As a business owner, managing a variety of responsibilities can be overwhelming. Consider partnering with a professional employer organization (PEO), like Group Management Services (GMS), to receive assistance in employee management, supplemental insurance, open enrollment, and more. Running and managing a business is challenging, but with GMS’ expertise, you can easily implement flexible scheduling policies, offer EAPs, and work toward cultivating a positive workplace culture.
If you need help managing your employees and improving your bottom line, contact us today!