In my experience, companies should provide creches at or near workplace.It will help in fostering a family friendly work environment. Secondly,flexible work arrangements specially for new parents

If what I have heard from working parents around me (including my own bosses & colleagues) is something to go by, the most popular opinion goes like this: 1. On-site or nearby childcare/day care centers go a long way. Not only does this completely erase their worries of their child being safe and healthy environment (what would they be doing etc.), but also increases motivation. 2. Flexible work arrangement are a plus definitely, any emergency family wise may erupt any time, especially children getting sick, no one to look after them at home, and the child occasionally needing extra time and attention than usual.

Increased flexibility is one of the bight spots from the Pandemic. Leaders learned that trusted team members perform better while managed their day around competing priorities including child and elder care. It's a great tail wind for company culture too, you know the thing that "eats strategy for lunch". Other advantages are stress reduction, improved mental health and increased retention. Leaders should embrace flexible work arraignments whenever possible.

1. Provide in-house childcare, with flexible timings 2. Provide pick-up/drop-off services to/from preschool/schools from the office 3. Pay part/whole of the day care expenses to the employee

As a mother of a toddler juggling 5 days full-time work I often feel overwhelmed and feel like quitting. Somethings that might help every parent (especially women or single parents) might be these: 1.Working from home: This allows employees to avoid the often-stressful commute and have more time to spend with their families. 2. Compressed workweeks: This allows employees to work more hours over fewer days, giving them more time off during the week. 3.Flexible start and finish times: This allows employees to adjust their work schedules to better fit their needs. 4.Phased return to work programs: This allows employees to gradually return to work after parental leave or other extended absences.

Just a subsidy isn’t enough. Instead try negotiated discounted rates + guaranteed spots at high quality childcare centers in close proximity to the office. Also, surprise! Kids still need care when they get into elementary school. A similar approach with local camps and activity centers for teacher workdays, school breaks & summers would go a long way. $$ is incredibly helpful of course. But a parent’s time is most valuable. Save them time and cut down on stress to really foster loyalty and a family friendly culture.

Essa negociação só é possível ser realizada de acordo com a função e o salário do funcionário. Porque o mesmo que trabalha nos serviços gerais não terá a mesma renda que um supervisor que pode vir a pegar o reembolso após o custeio do pagamento da creche

Eu não tinha creche do governo por perto quando meus filhos tinham 6 meses e o outro 3 anos. Procurei uma escolinha próxima que aceitasse pagar horas extras, porque os horáirios excediam ao horário normal da creche. Eu entrega 2 horas antes do horário e meu marido pegava 2 horas depois do horário e na época, onerava bastante nossa vida financeira. Se eu tivesse o reembolso de pelo menos parte dessa despesa, seria de grande ajuda nas despesas que já eram muitas.

In my experience (Melb based mom): 1.Direct payments towards childcare fees: This can be a simple way for employers to provide financial assistance to employees because sometimes you feel you earn enough to pay off just for a daycare and that hinders a lot of women from even working as they don't find value. 2.On-site childcare facilities: This can be a highly attractive option for employees who work long hours or want their children to be close by during the workday. 3.Emergency childcare backup services: This can provide valuable peace of mind for employees who have unexpected childcare needs due to illness or other emergencies.

The biggest challenge that new mothers face is not having a reliable crèche around. So having a good crèche in the same building as the office helps the mother manage work and life a bit better and in case of emergency they can act faster and better.

In my experience: 1. Addressing Melbourne's Commuting Challenges: Melbourne has notoriously long commute times, making on-site or near-site childcare even more appealing to parents seeking to reduce their time spent in traffic. 2.High Childcare Costs: By providing or subsidizing on-site childcare, employers can help Melbourne families offset the high cost of childcare in the city. 3.Attract and Retain Talent in a Competitive Market: Melbourne's job market is highly competitive. Offering on-site or near-site childcare can give companies an edge in attracting and retaining top talent, particularly those with young children.

I strongly recommend the below junctures that every employer needs to consider - A)Creches facilities inside or near the office premises. B) Flexible work-hour policies for both the newbie parents. C) Paid Paternity and maternity leaves. D) Tie Up with educational institutes E) Childcare facilities especially related to some kind of emergency.

Acredito que ter um convênio com uma creche já é um ponto favorável em despertar a procura pelo espaço de trabalho. Porque isso não é uma preocupação das empresas e passaria uma imagem de dar bem estar aos seus funcionários.

The best way to get them safe and secure around me, having the chance to see them easily and spend time with them. Also saving my time morning and afternoon not to deliver them and pick them up faraway from my work place,

Quando pensamos em direito ao cuidado é pensar em licença ao pai e a licença da mãe. E não devemos pensar em "folga", porque folga é concessão e não é algo permanente e deve ser acordado com o empregador.

Meu filho caçula nasceu com um problema renal genético e foi obrigado a ficar no UTI por mais de 8 dias. Eu recebi alta e recém operada, ficava dificil comparecer na maternidade todos os dias. O que salvou naquela época, foi a licença paternidade, que além da ajuda emocional que tiver esses dias sem meu filho dada pelo pai, meu filho era visitado todos os dias e o pai ficava lá todo o horário permitido, conversando com ele, acarinhando, sabendo notícias e evolução do estado de saúde dele. Isso me tranquilizava muito e sem essa licença, seria impossível.

1. Providing parental leave demonstrates our commitment to fostering a supportive work environment, acknowledging the importance of employees' family responsibilities. 2. It enhances employee satisfaction and loyalty, showing that we prioritize the well-being of our team members both personally and professionally. 3. Parental leave contributes to gender equality in the workplace by allowing both mothers and fathers to actively participate in parenting responsibilities, reducing gender disparities. 4. By offering parental leave, we contribute to a positive company culture that recognizes and respects the diverse needs of our workforce, ultimately boosting productivity and morale.

Ainda sinto que a maioria das empresas no Brasil não possuem cultura e políticas favoráveis à família, principalmente em se tratando das mulheres, falta empatia, benefícios específicos, flexibilidade na jornada de trabalho e apoio emocional para que os pais não se sintam culpados por exercerem também suas responsabilidades parentais.

Uma forma de política favorável é a construção de creches ou a instituição ter convênio com uma para que os funcionários trabalhem despreocupados pois os filhos estão em segurança.

As empresas de modo geral ainda cultivam a ideia que funcionário fora do seu local de trabalho ficará passeando/viajando e não produzirá , na verdade é o contrário, uma mãe remoto trabalha o dobro! Ainda a muito que negociar sobre benefícios pra quem é pai/mãe e precisa de apoio pra permanecer no emprego.

I'd strongly recommend the below policies, 1) Paid Maternity and Paternity leaves. 2) Flexible work-from-location policies. 3) Flexible working hours. 4) Creche facility in or near the workplace.

Employers can support work-life balance by offering childcare benefits that ease the challenges of parenting. These may include on-site childcare facilities or subsidies for off-site daycare, helping employees secure reliable and convenient childcare options. Additionally, flexible work arrangements, such as remote work options or flexible hours, can further contribute to a family-friendly workplace, fostering employee satisfaction and productivity.

Very insightful thoughts and opinions. I would add targeted ex-school education online playforms and activities for the children of employee's.

Pouvoir répondre aux besoins des pères et des mères de famille qui travaillent dans l’accompagnement et le soin avec des horaires décalés (7h00 - 21h30) week-ends et jours fériés car le système actuel est davantage pour les professionnels qui travaillent du lundi au vendredi à des heures de bureau