Embracing Family Friendly Benefits

More employers today have begun to understand that an expansion of family-friendly benefits above and beyond federal law requirements is a key facet to protecting the physical and mental health of their workers.

Family friendly benefits are essential in attracting and retaining top talent, as they demonstrate an organization's commitment to supporting its employees beyond the workplace. Employers can utilize a few key strategies in order to effectively include family-friendly benefits in their employee benefit package, which can help lead to positive impacts on employee well-being, job satisfaction and overall organizational success.

Flexible Work Arrangements

One of the most fundamental principles of family-friendly benefits is that of flexible work arrangements. This can allow employees to better balance their professional and family obligations, and include options like telecommuting, flextime, compressed workweeks or job sharing.  Offering such flexibility not only enhances employee happiness but also improves productivity and job satisfaction. By focusing on results rather than strict office hours, employers can demonstrate a trust of their employees to manage their time and deliver the required performance, leading to a more motivated and engaged workforce.

Paid Parental Leave

Paid Parental Leave plays an important role in promoting family-friendly policies. Providing adequate time off and compensation for new mothers and fathers allows employees to bond with their children during those formative early months. Beyond the emotional benefits, paid parental leave also contributes to increased employee loyalty, reduced turnover and a positive employer brand that attracts top talent seeking a supportive work environment.

On-Site or Subsidized Childcare

Supporting working parents by offering on-site or subsidized childcare is a game-changer for many employees. By alleviating the stress of finding reliable childcare, employers can demonstrate their commitment to the well-being and needs of their employees. Additionally, on-site childcare can improve attendance, reduce lateness, and boost overall productivity. When on-site childcare may not be feasible, partnering with nearby childcare centers and offering financial assistance can still provide valuable support to working parents.

Dependent Care Flexible Spending Accounts (FSAs)

Dependent Care FSAs allow employees to set aside pre-tax dollars to cover eligible childcare expenses, such as daycare, after-school programs, or summer camps. By offering this benefit, employers help reduce the financial burden of childcare costs for employees, making it easier for them to manage work and family responsibilities without sacrificing their financial stability.

Elder Care Support

Family friendly benefits should not be limited to childcare, organizations should also consider elder care support for employees with aging parents or family members in need of assistance. Offering resources, counseling and referrals for elder care services can provide much needed relief to employees navigating these complex family situations.

Work-Life Balance Programs and Resources

Implementing work-life balance programs and resources can help employees better manage their personal and professional commitments. This may include wellness programs, stress management workshops, counseling services or flexible time-off policies. Employers can encourage a healthy work-life balance by promoting self-care and providing avenues for employees to recharge and rejuvenate, ultimately leading to increased productivity and reduced burnout.

AIA Philadelphia offers its members access to My Benefit Advisor as a solution for employee benefits, including voluntary offerings. For more information about My Benefit Advisor, visit our website at aiap.mybenefitadvisor.com or contact Marlon Richardson at (215) 790-3640.