The Nanny League’s Post

We hear you. Some companies still have concerns about implementing on-site or travel, work-flexibility policies, and benefits or support for their employees with families. So, let’s talk. Is it about the cost? Issues with liability? Concerns about non-parental employees feeling left out? Maybe there are worries about productivity levels? Regardless of your company's why, we can help you tackle each one head-on, see the benefits, and dispel any concerns. We can design a program that fits your needs and pace, promoting an inclusive culture and addressing the needs of #workingparents. Plus One Meetings will help your company or organization to implement progressive policies that benefit and support everyone on your team. 🧡 #plusonemeetings #childcare #childcarebenefits #workingparents #benefits #parents #hr #support #workforce #worklifeintegration

When I hear an organization share their hesitancy of implementing travel childcare, flexibility policies or support for #workingparents, my initial response is always, why? This is important to understand, as every organization is different. But it’s also important to know if their concerns are rooted in fact or fiction. There are countless benefits to implementing these support and resources for your team members who have families. It all starts with a conversation 🧡 #plusonemeetings #founder #childcare #benefits #workingmom #worklifereimagined #truth #childcarebenefits #travelchildcare #support #workingparents #benefits #humanresources #hr

2024 is a big year for carers in the workplace. It's time to really look at your organisation and think about whether you are doing enough to support everyone with caring responsibilities. 1st April: Eligible working parents of two-year-olds should be able to claim 15 hours a week of free childcare - however, the realities are looking bleak with nurseries buckling under the pressure 6th April: The new Carer's Leave Act: employees will have the right for a week's unpaid leave to care for a dependent. 6th April: Flexible working regulations are updated so that workers have the right to have their flexible working request considered from day 1. It's no longer enough to claim you are a family-friendly organisation. Let us help you make 2024 the year where you focus on providing the tools to support and retain excellent talent. Drop Oliver Daniels a message to find out more 💬. #eldercare #backupcare #childcare #carers #HR #flexibleworking #workingcarer #workingparents

Here’s why you should activate child care benefits for your employees in 2024 - whether it’s for an upcoming event or for the everyday workplace! 🧡 Child care benefits reduce absentees, since employees will be less likely to miss work due to a last-minute care need. Oftentimes, when professional opportunities are available, such as a conference, employees with children will pass on the opportunity to grow professionally because of the stress of coordinating child care arrangements. 🧡 Child care benefits can boost productivity as employees are able to better focus on work knowing that their loved ones have the quality care that they need - we’re all at our best when our heads and our hearts are in the same place. 🧡 Child care benefits boost efforts to retain and attract talent. This creates a company culture where employees feel seen and supported to succeed. 🧡 Child care benefits can improve work attitudes - Remember, employees want to feel genuinely cared about. It’s as much about the message it sends to employees than the value of childcare itself. If you’ve been contemplating improving an event or your workplace with child care solutions, give us a call. #plusonemeetings #childcare #childcarebenefits #workingparents #benefits #parents #hr #worklifebalance #support #workforce #worklifeintegration

Are you familiar with Workplace Nurseries? 🚼 I first became aware of this concept while collaborating on a project with a global client towards the end of last year. At the time, I had numerous questions like 'is this too good to be true?' and 'why wasn't I aware of it?' 🤷♀️ Currently, I am partnering with a client to introduce this valuable benefit, and I highly recommend other businesses to explore this option. What is Workplace Nursery? It involves offering childcare services by the company, either on-site or through a workplace nursery partnership scheme with benefit partners who can assist in setting it up. Costs for Employers? Employers are required to pay a monthly fee per child place to cover nursery operations. However, this cost can be balanced against savings on National Insurance contributions. What are the Benefits? ✔️Imagine employees being able to pay for nursery fees directly from their gross salary. That’s what a workplace nursery allows! By participating in a salary sacrifice scheme, parents save on both income tax and national insurance contributions ✔️Facilitates recruitment and staff retention. Does it sound too good to be true? I had the same thoughts, but it's a real opportunity! If there is one thing you can do to support your dedicated parents, this would be it! #workplacenursery #employeebenefits #hrconsultant https://lnkd.in/eRHhNPzJ

Did you know you could connect your employees to support resources like childcare or legal services through an Employee Assistance Program (EAP)? #employeewellbeing #employeebenefits #hr View this infographic to learn more: http://spr.ly/6049PZYhS

Did you know you could connect your employees to support resources like childcare or legal services through an Employee Assistance Program (EAP)? #employeewellbeing #employeebenefits #hr View this infographic to learn more: http://spr.ly/6049Pj8k7

06/09/23 - Case(s) of the Week - Case 2 of 2 HERE WE GO! Concrete catastrophe across the UK leads to school closures confirmed ☑ Quite the topical one at the moment as the concerns around aerated concrete has forced the RAAC to close well in excess of 150 schools across the UK with more scheduled closures anticipated. How might this affect you? The key to adjusting to rapid changes to circumstance is pertinent in situations like this. It is also worth noting that time off for dependency is a statutory right and this MUST be detailed in the contract of the employee clearly stipulating their entitlements and pay whether it be enhanced or not. This was put into affect following most notably the good work plan of April 2020. I wont bore you with the semantics but it changed an awful lot about what goes into a contract of employment. Safety concerns over RAAC concrete has delayed the start of term for some schools that have had to close, in full or in part, while remedial action is taken, leading to last minute childcare issues for employees. Organisations who have employees impacted should discuss the situation on an individual basis and try to agree alternative arrangements. Some flexibility by employers can help to minimise disruption to the business. Employees would likely be entitled to time off for dependants, but consideration could also be given as to whether the employee could work from home, take annual leave or unpaid leave. There are always 2 sides of the coin when discussing leave and leave types. The authentic and the spurious. Both require quite polarising courses of action. Navigating through what procedures might be appropriate is always a complicated one and is best assessed on a case by case basis to establish which way the pendulum swings. I always recommend you seek proper advice that evaluates options and solutions with all elements put into consideration before taking and formal / informal action. As usual the 3 keys are compliant documentation that are an accurate reflection of the business and how it is ran, supporting policy and procedure infrastructure and a strong audit tail. Providing all 3 have been considered alongside the facts of the case, the advice should clearly show what the best course of action may be and the advice should be adaptable depending on what may or may not happen when engaging with the absent party. The obligation is the EMPLOYERS to support in matters like these and what that support looks may vary case by case. What is crucial is that fair and reasonable processes and action is undertaken with a clear plan of how the business will support the employee should this ever occur again for a like issue as well as in the immediate future. If you do find you are in somewhat of a pickle and would like some advice around how to react to the swift shift in school closures without the legal jargon, reach out! I try my best to reply to all comment emails etc! 📧Caine.Treasure@Croner.co.uk

Childcare costs are forcing parents out of the workforce❗ If the numbers The Guardian reported in October last year remain, it will lead to another 237,000 parents being forced out over the next three years. Childcare is the biggest factor for many of those who leave. Imagine the skill loss, the cost of attracting new talent, the time it takes to onboard new members of the team. We can change the future for working parents, but we have to work together. The Herde is looking for 10 ambitious workplaces to: - Reduce the cost of their employees childcare fees by 32-59% - Inject £1m into the nursery sector - All at a net zero cost to your workplace Get in touch to find out how The Herde's pilot can be the first step in making a real different to your parent workforce 💓

Another session with corporate leaders to talk about how employers can do more to support working parents manage the costs of childcare across the country. For more info, read on...