Part D - Flexibility at Work

Reconciling paid work and family life is a challenge for many employees. Often the most demanding times of the life cycle in terms of providing care (for example, while children are young) coincide with the greatest need for income.

Both men and women have the right to be actively involved in family life, and this need not mean financial hardship or loss of career opportunities. Employers can do a great deal to help their staff achieve equitable opportunities and work/life balance by providing flexible work options for employees with caring responsibilities. What the law says

There are a number of common barriers to suitable flexible working arrangements

1.  What types of flexible and family-friendly arrangements do you currently offer? Give an indication of how often you use these types of flexibility by rating them between 0 and 5. (A rating of 5 means you often use this, 0 means never, 1 means seldom)

	Rating  (0 - 5)
Flexible starting and finishing times
Working from home
Job sharing
Compressed week or fortnight
Time in lieu/time banking
Buyable leave
Career break/extended unpaid leave
Part-time working/reduced hours
Meetings scheduled between 9 am and 3 pm
Term-time working
Creche or assistance with preschool care cost
Extended parental leave
Paid paternity leave

2.  Do you have a policy to ensure that managers keep in touch with employees who are on extended leave (such as parental leave)?

Yes	No

3.  Do you have established policies and procedures to ease them back into their job on their return?

Yes	No

 

 

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Temporary employment

1.  What are the advantages and disadvantages of temporary employment?


2.  Do you have staff who are on casual or fixed-term employment agreements (not including independent self-employed contractors)?

Yes	No

If yes, what proportion are women? ___________


3.  Do you employ staff who are paid for only part of each year?

Yes	No

If yes, what proportion are women? ___________