Family friendly practice

Example

Flexible work hours: allow you and your employer to decide how much you will work, how often and when.

Much of Nalini’s family live in Sri Lanka, and she tries to return home for at least eight weeks each year to care for her elderly parents. Nalini is able to do this through a ‘48/52’ agreement. This agreement allows her to purchase four extra weeks’ annual leave, and to receive her salary at a pro rata rate, so that the salary impact is lessened.

Flexible leave provisions: take into account the many caring roles employees may take on. Flexible leave provisions are also culturally sensitive, and support cultural observances and holidays. These provisions may also promote more flexible career paths.

Tara’s daughter has been awarded a spot in a two-day Master Class for young pianists. The class is being held out-of-town. Tara uses her flexible leave provisions to take a small block of annual leave. This allows Tara to support her daughter by travelling with her and attending her performances.

Flexible employment status: arrangements that maintain your entitlements and allow you to meet family responsibilities without working full-time hours.

Jess and Li job-share an advocacy position at a women’s health service. Every second Tuesday, Jess and Li have a ‘cross-over’ day. This allows them to exchange information, keep up-to-date on what’s happening in the position, and to work together to solve complex issues. Both job-sharing and the cross-over day help Jess and Li to meet their family and professional commitments.

Flexible care services and support: a broad range of services and support that can help to remove or lessen major barriers to work family balance.

Fiona is the manager of a women’s legal service and has a four-year-old child. Her organisation covers childcare costs for committee of management meetings, so that Fiona can attend. This support is a great help to Fiona, and allows her to perform her duties as manager.