Multinational insurer RSA Insurance meets the childcare needs of its working parents through its flexible-working policy and other related benefits.
The organisation has established businesses in the UK, Ireland and continental Europe, and employs around 4,500 full-time members of staff in the UK.
Through its flexible-working policy, employees can request any change to their current working patterns if they need help balancing childcare. Some examples of flexible working patterns include job shares, compressed working weeks, home working and flexibility around term time.
These examples are intended to be a flavour of the flexible-working options the employer considers to help overcome any childcare issues, explains Gemma Jackson, head of diversity, equity and inclusion.
“Offering a range of flexible-working patterns is one of the ways in which we can try and help our employees achieve a work-life balance that is right for them, and to ensure that they are able to do a good job,” she says. “We help employees understand potential options in hours and working patterns and take our responsibilities and obligations in relation to employees who would like to work flexibly seriously.”
RSA Insurance reviews its flexible-working policy and procedures on a regular basis to ensure that it is following relevant legislation and best-practice guidelines. It also makes every effort to accommodate requests for flexible-working arrangements where possible as part of its support commitment.
It has additionally introduced equal parental leave as of this year, offering all parents up to 52 weeks’ equal leave, 26 of which will be fully paid. This will apply to any employee with six months’ service, whose child or children were born or adopted after 1 January 2024, and is intended to re-balance the responsibilities of care.
The firm recognises that balancing work with life is something that everyone has to do, and with this in mind, is committed to considering flexible-working patterns from all employees to provide the support needed while ensuring the business continues to run smoothly.
“We also welcome staff putting forward proposals which include a combination of the previously mentioned examples, or a variation to suit their individual circumstances. These are not limited to being a parent, carer or returning from maternity leave; for example, someone may wish to change their working pattern due to undertaking further education,” concludes Jackson.