More employers today have begun to understand that an
expansion of family-friendly benefits above and beyond federal law requirements
is a key facet to protecting the physical and mental health of their workers.
Family friendly benefits are essential in attracting and
retaining top talent, as they demonstrate an organization’s commitment to
supporting its employees beyond the workplace. Employers can utilize a
few key strategies in order to effectively include family-friendly benefits in
their employee benefit package, which can help lead to positive impacts on
employee well-being, job satisfaction and overall organizational success.
= Flexible
Work Arrangements
One of the most fundamental principles of
family-friendly benefits is that of flexible work arrangements. This can
allow employees to better balance their professional and family obligations,
and include options like telecommuting, flextime, compressed workweeks or job
sharing. Offering such flexibility not only enhances employee
happiness but also improves productivity and job satisfaction. By
focusing on results rather than strict office hours, employers can demonstrate
a trust of their employees to manage their time and deliver the required
performance, leading to a more motivated and engaged workforce.
= Paid
Parental Leave
Paid Parental Leave plays an important role
in promoting family-friendly policies. Providing adequate time off and
compensation for new mothers and fathers allows employees to bond with their
children during those formative early months. Beyond the emotional
benefits, paid parental leave also contributes to increased employee loyalty, reduced
turnover and a positive employer brand that attracts top talent seeking a
supportive work environment.
= On-Site
or Subsidized Childcare
Supporting working parents by offering
on-site or subsidized childcare is a game-changer for many employees. By
alleviating the stress of finding reliable childcare, employers can demonstrate
their commitment to the well-being and needs of their employees.
Additionally, on-site childcare can improve attendance, reduce lateness, and
boost overall productivity. When on-site childcare may not be feasible,
partnering with nearby childcare centers and offering financial assistance can
still provide valuable support to working parents.
= Dependent
Care Flexible Spending Accounts (FSAs)
Dependent Care FSAs allow employees to set
aside pre-tax dollars to cover eligible childcare expenses, such as daycare,
after-school programs, or summer camps. By offering this benefit,
employers help reduce the financial burden of childcare costs for employees,
making it easier for them to manage work and family responsibilities without
sacrificing their financial stability.
= Elder
Care Support
Family friendly benefits should not be
limited to childcare, organizations should also consider elder care support for
employees with aging parents or family members in need of assistance.
Offering resources, counseling and referrals for elder care services can
provide much needed relief to employees navigating these complex family
situations.
= Work-Life
Balance Programs and Resources
Implementing work-life balance programs and
resources can help employees better manage their personal and professional
commitments. This may include wellness programs, stress management
workshops, counseling services or flexible time-off policies. Employers
can encourage a healthy work-life balance by promoting self-care and providing
avenues for employees to recharge and rejuvenate, ultimately leading to
increased productivity and reduced burnout.
The Lower Bucks County Chamber of
Commerce offers its members access to My Benefit Advisor as a solution for
employee benefits, including voluntary offerings. For more information about My
Benefit Advisor, visit our website at lbccc.mybenefitadvisor.com or contact
Marlon Richardson at (215) 790-3640.
