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Imagine waking up, having breakfast with your family or going for a run. Then you work a couple of hours in your office at home. You have arranged a lunch-meeting with your boss, after which you spend some time collaborating with your team. In the afternoon you have an appointment with your mothers’ doctor, all is well. You have a couple of phone calls with…
Need to know: Providing flexibility is one of the most effective ways of retaining and motivating carers in the workplace. Line-manager training is essential to ensure that direct managers understand the different ways in which they can support carers. Internal networks or peer-support groups can help individuals in similar circumstances to connect across an organisation. In February 2017, Facebook announced plans to introduce up to…
Flexible working options are attractive to many employees and can significantly benefit both employers and employees. However, not every employer knows how to consider requests, how to advertise roles as flexible or to get management support to implement this. Working Forward is the Equality and Human Rights Commission’s national campaign to make workplaces the best they can be for pregnant women and new mothers. A…
Line managers either love or hate flexible working. Some believe that allowing employees to work flexibly gives them access to the best talent – those who feel highly engaged, and go the extra mile because of it. Others look around the canteen on Friday lunchtime, see a few gaps, and say ‘my workers are skiving at home today!’ So how do you achieve a fair…
Connecting benefits programmes with wider strategies around wellness can be key to promoting engagement. Employers are failing to align their wellbeing programmes with their employees’ needs, according to research from Thomsons Online Benefits. The Employee Benefits Watch report found that while half (50%) of employees would prefer an allowance to support their wellbeing, only 4% of UK employers offer this. Three-quarters (76%) have not even…