OPINION For someone wearing the dual hats of parent and employee, this time of year can feel like it’s sink or swim. But employers who have explicit family-friendly policies can really help
The PWWP, a joint initiative of HR consultancy Transitioning Well and the Centre of Perinatal Excellence, argues later-stage working parents can be just as vulnerable as new parents to the conflict between work and family roles., points out the business imperative for companies to support working parents throughout all stages of bringing up children.
These include low job control, poor organisational change management and organisational justice, low job clarity and recognition and reward, and poor work relationships or isolation from remote work. The Productivity Commission argues that workplaces need to make psychological health and safety as important as physical health and safety. Only about 6 per cent of workers compensation claims are for work-related health conditions but the cost of these claims is about three times higher than average and typically involves 16 weeks off rather than six weeks.employees but supporting working parents is a good way for employers to help a lot of people at once.
The La Trobe research found that formal flexibility programs – where the employer has explicit family-friendly policies and the employee has autonomy – are much more beneficial.
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