SafeHR Q&A: Navigating summer holidays, childcare, and employer concerns

General policies and support

Improving UK productivity is now a key goal for the Government, and it should be for all businesses as well. As employers, you need to understand what motivates your people and ensure they feel valued and recognised to get the best out of them.

In HR, we know that flexibility and appreciation are crucial for boosting productivity, which means that reviewing and enhancing your support for your team, both in and out of the workplace, is essential.

And as we navigate summer holidays, you’ll find yourselves needing to be more flexible than normal as childcare becomes an increasing challenge for parents. That’s why we’ve tackled some of the frequently asked questions around your obligations as an employer, and what it means for you and your team.

At SafeHR, we make HR simple and stress-free. Our all-in-one HR support and software handle everything you need, from compliance to process management. With SafeHR, you can focus on growing your business, knowing your HR needs are taken care of.

Q: Should a company offer any support for childcare during the summer holidays?

A: Yes, there is a strong argument for companies to offer childcare support during the summer holidays. With employers facing challenges in recruiting from a limited skill pool, adopting a flexible approach to retain your workforce is prudent.

Q: Should companies look to incorporate company-sponsored summer programs or partnerships with local childcare providers?

A: Depending on the number of staff with school-age children, exploring partnerships with local childcare providers could be beneficial. Consider whether this is possible based on your office or site-based operations and whether the childcare provider has UK coverage. Note that the number of providers registered with Ofsted has steadily declined, so availability may be a factor.

Q: What flexible working arrangements should a company offer during the summer holidays to help manage childcare?

A: Beyond contractual entitlements, companies could offer the following flexible working arrangements:

• Hybrid or homeworking: Allowing employees to work from home during holidays can relieve some financial burden.

• Flexible hours: Adjusting work hours to start earlier or later can provide needed flexibility.

• Introduce a 4-day week: This has been successful for many companies since the pandemic and can reduce childcare costs.

• Temporary reduction in hours: Amending contractual hours can provide short-term versatility for working parents.

• Extra annual leave: Employees could cover more holidays within their allocation. Employers might also consider allowing holiday carryover, or the option to buy and sell holiday.

• Term time only contracts: Depending on operational needs, these contracts could be a solution for working parents.

• Unpaid parental leave: Employees with one year of service can request up to four weeks of unpaid parental leave per year per child, up to a total of 18 weeks per child under 18 years old. Other unpaid leave options include dependent leave and compassionate leave under certain circumstances.

Leave and time off

Q: Can an employee use their annual leave in smaller increments or as half-days to accommodate childcare needs?

A: Check your contract and employee handbook/policy to see if this is contractually possible. Ensure consistent application to avoid any claims of unfavourable treatment.

Q: Should there be an option to take unpaid leave for childcare during the summer holidays?

A: Yes, employees with one year of service have the option to take unpaid parental leave.

Q: What is the process an employee would need to know for requesting leave specifically for childcare purposes during the summer?

A: Follow normal holiday request procedures. For specific childcare-related time off, check if your employer has a policy for unpaid leave, unpaid parental leave (for those with one year of service), or time off for a dependent, which is typically one or two days for unexpected situations like a nursery virus outbreak.

Flexible work arrangements

Q: Can an employee request to adjust their working hours to start earlier or later to manage childcare responsibilities?

A: Employees should first speak to their line manager. If the request can be accommodated quickly and easily, a confirmation letter or new contract statement can be issued. For more complex requests, employees may need to submit a formal flexible working request. All employees have the legal right to request flexible working, and a decision must be made within two months.

Q: What about the impact of flexible working on the rest of the team?

A: Employers must implement policies fairly and clearly. Changes to working patterns should be planned to avoid overburdening those without childcare issues and to support working parents in discussing flexible solutions.

Q: Is remote work an option for your employees during the summer holidays?

A: This depends on existing policies and whether remote work is already accepted practice. Consider health and safety implications and potential costs, especially if remote work is only for a temporary period.

Support for caregivers

Q: Can an employee bring their child to work occasionally if needed?

A: Generally, this is not allowed unless the company has a daycare facility or creche on site, considering health and safety implications.

Emergencies and unexpected situations

Q: How should a company support employee when their regular childcare arrangements unexpectedly fall through?

A: Employees can take unpaid time off (time off for a dependent) to deal with unexpected situations, typically for one or two days to make alternative arrangements.

Q: Should companies host workshops on balancing work and childcare responsibilities?

A: Yes, managers should be trained in company policies, procedures, and legal obligations to support employees effectively in balancing work and childcare responsibilities.

At SafeHR, we’re dedicated to simplifying HR and supporting your business through every challenge. As you navigate summer childcare needs and flexible working arrangements, remember that providing comprehensive support and clear policies not only helps your employees but also strengthens your organisation.

Let SafeHR be your partner in creating a work environment where productivity and employee well-being go hand in hand.