6 additional benefits that help parents at work and at home

If there's one thing working parents have learned during the coronavirus pandemic, it's that simply having a job isn't enough; it's important to work for a company that addresses the unique challenges that parents are confronted with, understands and accommodates them.

This realization is becoming more and more common in the business world, especially new ones Investigations show how supporting working parents can have a positive impact on a company's bottom line. Some companies offer this support in the form of benefits and discounts.

But as a parent, you may not know the full extent of what you might be looking for in your job search or what you can and should commit to at your current company. This isn't just about vacation days or retirement planning. It's about benefits and perks that go beyond the essentials and actually make it easier to balance work and raising children.

Here are six additional benefits that will help you - and your family - function.

1. Flexible working hours and remote work

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Even before the pandemic, flexibility was a top priority for working parents when looking for a new job. Most parents say that flexibility allows them to be better parents overall.

Employers need to understand that working parents need flexible working hours and may occasionally need to work from home. If your child is sick, a parent is out of town, or other parent-related scheduling issues arise, this flexibility in work hours and location can be invaluable. It can mean the difference between getting your work done on time or not doing it at all.

Flexibility should be an integral part of every company, and as a potential employee, you should ask not only whether a company offers flexible hours or work-from-home options, but also how current employees make use of them. If this second question is answered with a blank stare during an interview, it may be a sign that the flexibility policies written on paper are not actually being used in practice. The same goes for all the benefits and perks on this list.

The more people take advantage of it, the better, because it shows that people are unlikely to feel penalized for working remotely or leaving the office early, which often discourages people from doing so can take advantage of these advantages.

Anyone who wants to make flexible working arrangements attractive to a potential or current employer can point to a number of current studies and statistics that not only make clear the employees' desire for such arrangements, but also the benefits for the company (including employee retention, productivity and cost reduction). .

The broad experiment in home working that the pandemic has forced on many companies has changed the starting point for negotiations. Several studies, such as a study by Harvard Business School , have shown that most people who have been working from home during the COVID-19 pandemic are hoping to either continue working from home or negotiate a hybrid work schedule. In other words, you're definitely not the only one who wants more flexibility in your workplace. And companies looking for top talent will recognize this and find ways to provide this flexibility.

Find companies that offer flexible hours, remote work, or both.

2. Paid parental leave

This additional benefit depends on your country of residence. In some countries this is regulated by law and companies are obliged to pay you during your parental leave. If your government does not recognize the need for such benefits, some companies offer them.

Companies are beginning to take note of their employees' demands and desires for paid parental leave. And that is something that working parents should definitely demand and take advantage of.

You don't want to have to worry about how you're going to pay the bills while you're on vacation or having to return before you're ready. It's not just about getting that vacation, it's also about what these measures say about the company culture.

Look for positions at companies that offer maternity leave, paternity leave, or both.

3. Health benefits for the whole family

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Unless you live in a country with a fairly advanced insurance system (e.g. Switzerland), you can easily be seduced by seemingly good health insurance when looking for a new job. But if you're a parent looking for health insurance for your partner and/or children, you should read the fine print on health insurance plans carefully.

Many companies advertise their services as generous because they pay 100%. Then it turns out that they only pay 100% for the employee and you have to foot the bill for your family, which can quickly become expensive.

A lack of insurance coverage for family members can say much more about a company than just its taste in insurance plans. It may mean that there are not many other parents in the workforce, making it less likely that the company will be understanding and responsive to the needs of working parents.

Look for positions with companies that offer health, dental and vision insurance, and pay attention to family coverage details.

4. Childcare subsidies

It is becoming increasingly common for top organizations to offer working parents subsidies towards child care costs.

Childcare grants typically come in the form of vouchers that can be used for preschools or daycare centers. Ideally, this is offered in addition to the parents' annual salary, rather than as something deducted from the annual salary, which can be seen as some sort of punishment for parenting.

The lack of affordable and accessible child care facilities is an ongoing issue faced by so many working parents. When a company offers this type of benefit, it shows that it welcomes and values ​​working parents on its team.

5. Emergency child care

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As a working parent, the prospect of losing childcare at the last minute can be a huge source of stress. Especially if this happens on the same day that you have to do important work, be it meeting an important deadline or a big presentation.

Maybe a child gets sick and can't go to school. Or the nanny doesn't show up or the school district declares a snow day. Whatever the reason, the unexpected loss of child care can quickly cause distress for working parents.

Emergency care can be very helpful. Companies can hire specific child care agencies for a fee so that parents can use them at the last minute if needed, just as a school might use a substitute teacher.

The ability to seek last-minute help gives workers peace of mind knowing they have childcare available in the moments that matter. This should be a given for companies because it helps employees be more present in their work and give their full effort when it matters most. And of course, it gives parents peace of mind that a childcare emergency won't impact their workday.

6. A culture of loud parenting

This is not a typical benefit, but it may be the most important. Parenting loudly means not hiding the fact that you are a parent. It means talking openly about the child's doctor's appointment, the soccer game, or whatever.

Although it is not a formal program, it is a core part of the company culture. So during the interview, you should pay attention to things (and in some cases ask questions) like:

• How many members of the leadership team are parents?
• Do you take advantage of the advantages of a flexible work organization?
• Do they openly discuss the difficulties they face as parents and the needs they have as they try to balance the demands of their personal and professional lives?
• What examples can your interviewees give of how the company has supported working parents?

While parenthood isn't necessarily a benefit you can include in your offer, it's one you should seek out and advocate for - regardless of whether you're improving working conditions for parents at your current workplace want or are actively looking for a new job.

When you're job hunting, you can only look for positions with companies that offer the benefits and perks you value most. Either way, make sure you do your research, pay attention to the spoken and unspoken signals, ask questions, and negotiate what you want and need.

The best time to negotiate individual services is after you have received an initial offer. Even if these benefits are not offered companywide, you may have the flexibility to include them in your compensation plan. Because services are also compensation.