Skip Navigation Documents in Portable Document Format (PDF) require Adobe Acrobat Reader 5.0 or higher to view, download Adobe® Acrobat Reader.
Dimensional image of various blue shades

March '21: How HR Can Support Working Parents

Business Insurance

How HR Can Support Working Parents

As a result of the COVID-19 pandemic, working parents have been forced to contend with their children’s changing school routines. Unfortunately, these routines vary by school, with little universal guidance. On top of that, many schools continue to go back and forth between virtual and in-person learning. The uncertainty surrounding school routines and their impact on working parents will undoubtedly continue to have ripple effects in the workplace.

Accommodation Considerations for Employers
Although the specifics will vary, consider the following methods for accommodating working parents:
  1. Expanded remote work opportunities - Telework allows employees to work entirely remotely. It can be a way for working parents to get kids to school without having to worry about an additional commute. It also allows parents more time to spend with their young children or kids who must be at home due to virtual learning.
  2. Flexible scheduling - Employers set designated “core” hours that an employee must be working and otherwise let employees work whenever they like. Alternatively, an employer may instead allow employees to work any combination of days or hours to complete the 40-hour workweek.
  3. Generous time off policies - Some employers have generous policies related to paid time off (PTO). Consider implementing a PTO bank policy where employees can use their time off for any reason (as opposed to having sick days and vacation days).
  4. Robust EAP offerings - Employee assistance programs (EAPs) can be tailored to a workforce to provide employee resources. Offerings may include mental health resources, therapist appointments, financial counseling and other wellbeing programs. EAPs can help connect employees with the resources they need to improve a given situation, even if it’s their overall well-being. For working parents, this could be the lifeline they’ve been searching for.
  5. Transparent and frequent communication - Depending on the team size, managers could have open discussions with working parents about needing to take time off or flexing their schedules. Such conversations show employees that their well-being is just as important as their performance.
The absence of workplace guidance related to working parents’ circumstances may force some employees to resign or take extended leaves to accommodate their families. Plan for these situations now, and prevent turmoil later.



Additional articles from the March 2021 edition of the Univest Employee Benefits Newsletter:
  1. Guidance Issued on Outbreak Period
  2. CDC Provides Guidance on Consent Elements and Disclosures for Workplace COVID-19 Testing
  3. Understanding Prescription Drug Pricing Trends
  4. Managing the Excuse-Makers
  5. 5 Tips to Navigate Employee Benefits in the Post-Pandemic Environment

contact us

There was an error submitting the form

Thank you for your submission.

Insurance products are offered through Univest Insurance, LLC. and are obligations of the issuing insurance companies, are not obligations or deposits of or guaranteed by any bank and are not insured by the FDIC or any other agency of the United States. The purchase of insurance products are not a condition to any bank loan, product or service. Univest Insurance, LLC. is a licensed subsidiary of Univest Financial Corporation.
to the
top