Employers urged to introduce more flexible working options to support new fathers
Flexible working options can help alleviate some of the challenges and pressures facing new fathers at work, experts at coaching consultancy Talking Talent have argued, according to a news report into the matter.
Marking the Men’s Health Week, an annual event that occurs between 11-17 June and seeks to raise awareness about health issues affecting men, the consultancy released detailed researched data on the subject of ‘Burnout’.
It found that almost three in five (57%) of all workers felt worn out by their work and their working environment, rising to over two-thirds (67%) of working parents. This issue was most pronounced in working fathers. 72% said they were physically and emotionally worn out by their work and working environment, compared to 51% of men who do not have children.
Talking Talent, a coaching consultancy leading the gender diversity agenda is marking this week by highlighting the challenges and pressures facing new Dads at work and calling on employers to provide a more supportive and flexible working environment.
Rob Bravo, Director at Talking Talent says,
“New Dads should be actively seeking flexible working arrangements that will allow them to be there for their children in their early years. Employers also need to be more supportive of working dads. Compressed hours, flexible start and finish times, and more willingness for regular days worked from home (without judgement and snarky comment) can all help dads better support their partners and can actively deliver a more egalitarian approach to parenthood.
“There are many organisations who support flexible work options, but this is a shout out to those managers and leaders who have new dads in their teams to not simply pay lip service to idea of true agile working practices but instead to be enablers and even better, champions of flexible working at a time when parents need it the most,”
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The system can supply working rules for a variety of purposes, from simple determination of overtime by the number of daily hours worked, to the more complex payment of overtime hours adjusted when periodic targets are not met. The system also contains special rules to accommodate the formal flexitime contracts worked by many public sector employees. Workers paid on an annual contract basis can receive reports stating how many contracted hours they have yet to work.
Additionally, our top-range WinTA suite features an On-line Self Service module that allows staff to clock IN or OUT, check hours, request leave + other functions via internet, mobile or other communications.
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