In one of our previous articles, we explored the importance of a back-to-work strategy, now the question is: “What back-to-work benefits should employers take into action for new parents resuming back to work after their maternity/paternity leaves?” This article will look at three top perquisites that would appeal most to working parents:
Flexible or Alternative Working Hours
Flexible working hours is one of the top benefits that is of great value to working parents especially mothers. According to a company benefits review carried out a short while ago, work requires an interruption at some point from the normal 8 am to 4 pm, whether it is as a result of childcare responsibilities or other family duties.
A concentration of attention on flexibility, for instance, flexible working hours, can be of great advantage for new parents resuming back to the workplace, affording them the opportunity to meet their personal needs. This could mean permitting the new parents returning back to work, to close earlier than other employees so that they can leave earlier to take care of their newborn babies.
Workplace Support
Support approaches such as educational workshops and mentoring sessions can be very helpful for returning new parents. Likewise, initiatives like colleague programs, which pairs employees with other colleagues who have been through the same transition can help the returnee feels less lonely and has someone to turn to for counseling.
Employee Health Insurance
Finally, due to the high cost of accessing quality healthcare, employees’ health insurance is another top prerequisite that will be of great interest to most employees. Health insurance coverage be more appealing to new parents because of the high financial cost that comes with raising a child. Thus, providing a fully paid comprehensive health insurance plan that includes coverage for your employees’ kids can be amazing for working parents. Implementing the most appropriate employee health insurance package can be an overwhelming task. Therefore, it often wise to engage the service of someone with high experience in employee benefits matters.
