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WORKING FAMILIES
0300 012 0312. Monday to Friday - 11am-2pm. Free helpline for parents & carers on employment rights and in-work benefits. We offer free advice about employment rights and in-work benefits for parents, carers and their advisers. Continue reading. FREE download for employers - Flexible team protocols.WORKING FAMILIES
Royal Bank of Canada. Simmons & Simmons. Southdown Housing. Teach First. UBS AG. Unibail-Rodamco-Westfield. Yorkshire Building Society. Zurich Insurance. Read the full press release on the Top 30 Employers for Working Families in 2020.WORKING FAMILIES
This is a Precedent “Statutory Flexible Working Request” Letter for you to personalise.All the words highlighted in BOLD are legal requirements for the request to be valid.You must include these. The remainder of the letter is optional however our view is that including this information, where relevant, will help strengthen your argument and hopefully result in the request being granted.WORKING FAMILIES
IVF is not always successful, and it can be devastating to find out that you are not pregnant. As an employee, you have the right to sick leave if you wish to take time off work to come to terms with the situation. It is important to talk to your GP who may refer you to a counsellor. If you find yourself too ill to work for a period of 4days
WORKING FAMILIES
The right to request flexible working for parents and carers of disabled children are the same as parents of non-disabled children. An employee with 26 weeks of service with the same employer has the right to make a request to work flexibly. The employer has three months to respond (although this can be extended by agreement).WORKING FAMILIES
Time Off for Dependants is available to all employees, regardless of how long they’ve been employed. It allows you to take time off in an emergency, for example if a dependant is ill or needs you to deal with a disruption or breakdown in care. You are only entitled to take a reasonable amount of time off to deal with the immediate problem.WORKING FAMILIES
A Settlement Agreement is a legally binding agreement between an employer and an employee under which an employee agrees to give up his or her rights to pursue or bring future claims against their employer. Usually, the employer will offer a sum of money in return. The Settlement Agreement is legally binding so long as it is signed by youand
WORKING FAMILIES
If you have more than 2 years of service, you are also entitled to a statutory redundancy payment of 0.5, 1 or 1.5 times a week’s salary per year of service, depending on your age. It is worth checking your employer’s Staff Handbook and what used to be done in the past: your employer may have a more generous contractual policy.WORKING FAMILIES
This report is the first in the Time, Health and the Family research programme, which will explore the integration of work and life for families and carers today.WORKING FAMILIES
Our Parents & Carers network have run a number of events in April/May from virtual sessions to drop-in clinics, open to all employees, providing an opportunity to learn more about SPL. These events will continue to be run throughout 2015. Example invite for theWORKING FAMILIES
0300 012 0312. Monday to Friday - 11am-2pm. Free helpline for parents & carers on employment rights and in-work benefits. We offer free advice about employment rights and in-work benefits for parents, carers and their advisers. Continue reading. FREE download for employers - Flexible team protocols.WORKING FAMILIES
Royal Bank of Canada. Simmons & Simmons. Southdown Housing. Teach First. UBS AG. Unibail-Rodamco-Westfield. Yorkshire Building Society. Zurich Insurance. Read the full press release on the Top 30 Employers for Working Families in 2020.WORKING FAMILIES
This is a Precedent “Statutory Flexible Working Request” Letter for you to personalise.All the words highlighted in BOLD are legal requirements for the request to be valid.You must include these. The remainder of the letter is optional however our view is that including this information, where relevant, will help strengthen your argument and hopefully result in the request being granted.WORKING FAMILIES
IVF is not always successful, and it can be devastating to find out that you are not pregnant. As an employee, you have the right to sick leave if you wish to take time off work to come to terms with the situation. It is important to talk to your GP who may refer you to a counsellor. If you find yourself too ill to work for a period of 4days
WORKING FAMILIES
The right to request flexible working for parents and carers of disabled children are the same as parents of non-disabled children. An employee with 26 weeks of service with the same employer has the right to make a request to work flexibly. The employer has three months to respond (although this can be extended by agreement).WORKING FAMILIES
Time Off for Dependants is available to all employees, regardless of how long they’ve been employed. It allows you to take time off in an emergency, for example if a dependant is ill or needs you to deal with a disruption or breakdown in care. You are only entitled to take a reasonable amount of time off to deal with the immediate problem.WORKING FAMILIES
A Settlement Agreement is a legally binding agreement between an employer and an employee under which an employee agrees to give up his or her rights to pursue or bring future claims against their employer. Usually, the employer will offer a sum of money in return. The Settlement Agreement is legally binding so long as it is signed by youand
WORKING FAMILIES
If you have more than 2 years of service, you are also entitled to a statutory redundancy payment of 0.5, 1 or 1.5 times a week’s salary per year of service, depending on your age. It is worth checking your employer’s Staff Handbook and what used to be done in the past: your employer may have a more generous contractual policy.WORKING FAMILIES
This report is the first in the Time, Health and the Family research programme, which will explore the integration of work and life for families and carers today.WORKING FAMILIES
Our Parents & Carers network have run a number of events in April/May from virtual sessions to drop-in clinics, open to all employees, providing an opportunity to learn more about SPL. These events will continue to be run throughout 2015. Example invite for theWORKING FAMILIES
Catherine became Head of Marketing and Communications at Working Families in September 2018. In this role, Catherine serves on the charity’s senior management team and is responsible for creating innovative marketing and communications strategies across a broad spectrum of channels and platforms. Prior to Working Families,Catherine was
WORKING FAMILIES
Please note this event is for Working Families members only. Working Families’ next Network Chairs event will take place as a virtual discussion at 12pm on 7th July.WORKING FAMILIES
Thank you for visiting the Wainwright case study library. Our unique collection of employer case studies will provide inspired ideas and examples to build in your workplace.WORKING FAMILIES
Negotiating. At the end of the day, a lot of this is down to negotiating, so knowing how to best present a request is just as important as knowing your rights. Have a look at our top tips for negotiating. For more information, call the Working Families helpline on 0300 012 0312 or e-mail advice@workingfamilies.org.uk.WORKING FAMILIES
The following are types of unlawful discrimination that parents and carers often experience: Sex discrimination: Women still tend to bear the primary responsibility of childcare. This means that women and men can experience sex discrimination related to their caring responsibilties. For instance, it has been successfully argued that,because
WORKING FAMILIES
Keep up-to-date with family friendly rights: what’s coming in 2020. Book tickets now. This course flags up cases and other developments that you need to know about, what the main changes are and what you need to look out for. Working Families trainers will focus on:WORKING FAMILIES
Time Off for Dependants is available to all employees, regardless of how long they’ve been employed. It allows you to take time off in an emergency, for example if a dependant is ill or needs you to deal with a disruption or breakdown in care. You are only entitled to take a reasonable amount of time off to deal with the immediate problem.WORKING FAMILIES
If you have more than 2 years of service, you are also entitled to a statutory redundancy payment of 0.5, 1 or 1.5 times a week’s salary per year of service, depending on your age. It is worth checking your employer’s Staff Handbook and what used to be done in the past: your employer may have a more generous contractual policy.WORKING FAMILIES
The information on the law contained on this site is provided free of charge and does not, and is not intended to, amount to legal advice to any person on a specific case or matter.WORKING FAMILIES
A collective bargaining agreement is an agreement between an employer and a trade union. This allows an employer to agree with the union the terms and conditions of employment (and possibly other matters) in relation to employees who are covered by the agreement.WORKING FAMILIES
0300 012 0312. Monday to Friday - 11am-2pm. Free helpline for parents & carers on employment rights and in-work benefits. We offer free advice about employment rights and in-work benefits for parents, carers and their advisers. Continue reading. FREE download for employers - Flexible team protocols.WORKING FAMILIES
The Modern Families Index is the most comprehensive study of how working parents manage the balance between work and family life in the UK. Now in its 8th year, it has been published annually by Working Families and Bright Horizons Family Solutions since 2012.WORKING FAMILIES
Royal Bank of Canada. Simmons & Simmons. Southdown Housing. Teach First. UBS AG. Unibail-Rodamco-Westfield. Yorkshire Building Society. Zurich Insurance. Read the full press release on the Top 30 Employers for Working Families in 2020.WORKING FAMILIES
Register for the 2022 Awards. Working Families’ annual Best Practice Awards recognise UK employers whose stand-out cultures and practices demonstrate that they deeply understand that all employees perform better when they have some degree of flexibility over when, where and how they work ‒ and that employees will be more productive if theWORKING FAMILIES
The following are types of unlawful discrimination that parents and carers often experience: Sex discrimination: Women still tend to bear the primary responsibility of childcare. This means that women and men can experience sex discrimination related to their caring responsibilties. For instance, it has been successfully argued that,because
WORKING FAMILIES
IVF is not always successful, and it can be devastating to find out that you are not pregnant. As an employee, you have the right to sick leave if you wish to take time off work to come to terms with the situation. It is important to talk to your GP who may refer you to a counsellor. If you find yourself too ill to work for a period of 4days
WORKING FAMILIES
This is a Precedent “Statutory Flexible Working Request” Letter for you to personalise.All the words highlighted in BOLD are legal requirements for the request to be valid.You must include these. The remainder of the letter is optional however our view is that including this information, where relevant, will help strengthen your argument and hopefully result in the request being granted.WORKING FAMILIES
Notes The Top Employers for Working Families Benchmark 2019 The Top Employers for Working Families Benchmark was established by Working Families in 2010. It is UK-wide and open to all Working Families’ employer members. The benchmark is a way for employers to see whether they are ahead or behind the curve in the development of flexible and family friendly working, and to get tailoredWORKING FAMILIES
Depending on the nature of the claim and how much money is being claimed, cases brought in the civil courts will be allocated to one of three tracks. These are known as the multi track, the fast track and the small claims tracks. The simpler cases with a value of up to 10,000 will be allocated to the small claims track in the countrycourt.
JOB SHARING AT SENIOR LEVEL: MAKING IT WORK Page 4 ˜˚˛˝˙˙˚ˆˇ˘ˇ ˚ ˇ ˚ ˚ JOB SHARING AT SENIOR LEVEL: MAKING IT WORK WHAT IS JOB SHARING? We have defined job sharing as a way of working in which two (or more) people share aWORKING FAMILIES
0300 012 0312. Monday to Friday - 11am-2pm. Free helpline for parents & carers on employment rights and in-work benefits. We offer free advice about employment rights and in-work benefits for parents, carers and their advisers. Continue reading. FREE download for employers - Flexible team protocols.WORKING FAMILIES
The Modern Families Index is the most comprehensive study of how working parents manage the balance between work and family life in the UK. Now in its 8th year, it has been published annually by Working Families and Bright Horizons Family Solutions since 2012.WORKING FAMILIES
Royal Bank of Canada. Simmons & Simmons. Southdown Housing. Teach First. UBS AG. Unibail-Rodamco-Westfield. Yorkshire Building Society. Zurich Insurance. Read the full press release on the Top 30 Employers for Working Families in 2020.WORKING FAMILIES
Register for the 2022 Awards. Working Families’ annual Best Practice Awards recognise UK employers whose stand-out cultures and practices demonstrate that they deeply understand that all employees perform better when they have some degree of flexibility over when, where and how they work ‒ and that employees will be more productive if theWORKING FAMILIES
The following are types of unlawful discrimination that parents and carers often experience: Sex discrimination: Women still tend to bear the primary responsibility of childcare. This means that women and men can experience sex discrimination related to their caring responsibilties. For instance, it has been successfully argued that,because
WORKING FAMILIES
IVF is not always successful, and it can be devastating to find out that you are not pregnant. As an employee, you have the right to sick leave if you wish to take time off work to come to terms with the situation. It is important to talk to your GP who may refer you to a counsellor. If you find yourself too ill to work for a period of 4days
WORKING FAMILIES
This is a Precedent “Statutory Flexible Working Request” Letter for you to personalise.All the words highlighted in BOLD are legal requirements for the request to be valid.You must include these. The remainder of the letter is optional however our view is that including this information, where relevant, will help strengthen your argument and hopefully result in the request being granted.WORKING FAMILIES
Notes The Top Employers for Working Families Benchmark 2019 The Top Employers for Working Families Benchmark was established by Working Families in 2010. It is UK-wide and open to all Working Families’ employer members. The benchmark is a way for employers to see whether they are ahead or behind the curve in the development of flexible and family friendly working, and to get tailoredWORKING FAMILIES
Depending on the nature of the claim and how much money is being claimed, cases brought in the civil courts will be allocated to one of three tracks. These are known as the multi track, the fast track and the small claims tracks. The simpler cases with a value of up to 10,000 will be allocated to the small claims track in the countrycourt.
JOB SHARING AT SENIOR LEVEL: MAKING IT WORK Page 4 ˜˚˛˝˙˙˚ˆˇ˘ˇ ˚ ˇ ˚ ˚ JOB SHARING AT SENIOR LEVEL: MAKING IT WORK WHAT IS JOB SHARING? We have defined job sharing as a way of working in which two (or more) people share aWORKING FAMILIES
Catherine became Head of Marketing and Communications at Working Families in September 2018. In this role, Catherine serves on the charity’s senior management team and is responsible for creating innovative marketing and communications strategies across a broad spectrum of channels and platforms. Prior to Working Families,Catherine was
WORKING FAMILIES
*PLEASE FOLLOW ANY GOVERNMENT GUIDANCE OR GUIDANCE SPECIFIC TO YOUR LOCAL AREA ON THE CORONAVIRUS (COVID-19) AS IT IS CHANGING DAILY*. We have gathered some of the issues for pregnant workers and new or expecting parents during the coronavirus pandemic. The government guidance for pregnant employees was updated on 29 March 2021.. Youmight also want
WORKING FAMILIES
Advice for Parents & Carers. Information for working parents and carers on their employment rights, Tax Credits and in-work benefits, maternity and paternity leave, flexible working options and maternity discrimination. This includes a section especially for parents of disabled children. read more on Adoption.WORKING FAMILIES
Please note this event is for Working Families members only. Working Families’ next Network Chairs event will take place as a virtual discussion at 12pm on 7th July.WORKING FAMILIES
The Top Employers for Working Families Benchmark – Entries for 2021 are now OPEN! The Working Families Benchmark is the only tool available that measures all aspects of flexible working and work-life policies and practice. It evaluates how well these are integrated into your organisation’s values and culture, and also looks specificallyat
WORKING FAMILIES
Negotiating. At the end of the day, a lot of this is down to negotiating, so knowing how to best present a request is just as important as knowing your rights. Have a look at our top tips for negotiating. For more information, call the Working Families helpline on 0300 012 0312 or e-mail advice@workingfamilies.org.uk.WORKING FAMILIES
Time Off for Dependants is available to all employees, regardless of how long they’ve been employed. It allows you to take time off in an emergency, for example if a dependant is ill or needs you to deal with a disruption or breakdown in care. You are only entitled to take a reasonable amount of time off to deal with the immediate problem.WORKING FAMILIES
Flexible working and discrimination. In addition to the right to request flexible working , employees have legal protections from discrimination. If your request is refused, or your employer treats you unfairly in relation to your request, you may also experience unlawful discrimination. This article gives an overview of commontypes of
WORKING FAMILIES
Employees on maternity or adoption leave may work up to 10 KIT days without their leave or pay stopping. Employees on Shared Parental Leave (SPL) are allowed to work up to 20 Shared Parental Leave in Touch (SPLIT) days without their leave or pay stopping. A KIT or a SPLIT day is a normal calendar day, whether you work a full day orjust an hour
WORKING FAMILIES
Encourage your hiring managers to think about job design, and the kind of flexibility that would work in the role, before recruitment – and then tell candidates you are ‘happy to talk flexible working’ when you advertise the role. This will give potential qualified applicants the confidence to ask about alternative patterns of work; andWORKING FAMILIES
Changing the way we live and work. Latest News Stories. Armed forces and small charities among winners of the Working Families Best Practice Awards 2021 27 May 2021 Working Families' Response to Queen's Speech 11 May 2021 ; Finalists Revealed for the Working Families Best Practice Awards 2021 28 Apr 2021 Our response to ‘Unequal impact?WORKING FAMILIES
The Top 30 Employers in 2020. Organisations across the UK who are leading the way in building flexible, family friendly workplaces were unveiled on 7 October, 2020.WORKING FAMILIES
The Modern Families Index is the most comprehensive study of how working parents manage the balance between work and family life in the UK. Now in its 8th year, it has been published annually by Working Families and Bright Horizons Family Solutions since 2012.WORKING FAMILIES
Working Families’ annual Best Practice Awards recognise UK employers whose stand-out cultures and practices demonstrateWORKING FAMILIES
This is a Precedent “Statutory Flexible Working Request” Letter for you to personalise.All the words highlighted in BOLD are legal requirements for the request to be valid.You must include these. The remainder of the letter is optional however our view is that including this information, where relevant, will help strengthen your argument and hopefully result in the request being granted.WORKING FAMILIES
The information on the law contained on this site is provided free of charge and does not, and is not intended to, amount to legal advice to any person on a specific case or matter.WORKING FAMILIES
An article on your rights if undergoing IVF or fertility treatment. This article looks at what rights a woman may have when undergoing fertility and In Vitro Fertilisation (IVF) procedures.WORKING FAMILIES
The information on the law contained on this site is provided free of charge and does not, and is not intended to, amount to legal advice to any person on a specific case or matter.WORKING FAMILIES
What is a COT3? A COT3 is an agreement which records the terms of settlement of an employment tribunal claim (or potential claim) which has been agreed between you and your employer with the assistance of a conciliation officer employed by ACAS.WORKING FAMILIES
This report is the first in the Time, Health and the Family research programme, which will explore the integration of work and life for families and carers today.WORKING FAMILIES
Changing the way we live and work. Latest News Stories. Armed forces and small charities among winners of the Working Families Best Practice Awards 2021 27 May 2021 Working Families' Response to Queen's Speech 11 May 2021 ; Finalists Revealed for the Working Families Best Practice Awards 2021 28 Apr 2021 Our response to ‘Unequal impact?WORKING FAMILIES
The Top 30 Employers in 2020. Organisations across the UK who are leading the way in building flexible, family friendly workplaces were unveiled on 7 October, 2020.WORKING FAMILIES
The Modern Families Index is the most comprehensive study of how working parents manage the balance between work and family life in the UK. Now in its 8th year, it has been published annually by Working Families and Bright Horizons Family Solutions since 2012.WORKING FAMILIES
Working Families’ annual Best Practice Awards recognise UK employers whose stand-out cultures and practices demonstrateWORKING FAMILIES
This is a Precedent “Statutory Flexible Working Request” Letter for you to personalise.All the words highlighted in BOLD are legal requirements for the request to be valid.You must include these. The remainder of the letter is optional however our view is that including this information, where relevant, will help strengthen your argument and hopefully result in the request being granted.WORKING FAMILIES
The information on the law contained on this site is provided free of charge and does not, and is not intended to, amount to legal advice to any person on a specific case or matter.WORKING FAMILIES
An article on your rights if undergoing IVF or fertility treatment. This article looks at what rights a woman may have when undergoing fertility and In Vitro Fertilisation (IVF) procedures.WORKING FAMILIES
The information on the law contained on this site is provided free of charge and does not, and is not intended to, amount to legal advice to any person on a specific case or matter.WORKING FAMILIES
What is a COT3? A COT3 is an agreement which records the terms of settlement of an employment tribunal claim (or potential claim) which has been agreed between you and your employer with the assistance of a conciliation officer employed by ACAS.WORKING FAMILIES
This report is the first in the Time, Health and the Family research programme, which will explore the integration of work and life for families and carers today.WORKING FAMILIES
Please note this event is for Working Families members only. Working Families’ next Network Chairs event will take place as a virtual discussion at 12pm on 7th July.WORKING FAMILIES
Our Team Senior Leadership Team. Jane van Zyl, Chief Executive Contact Jane. Jane became CEO of Working Families in September 2018. Jane has 12 years’ experience working in the third sector and has held senior leadership positions at a number of UK charities.WORKING FAMILIES
Thank you for visiting the Wainwright case study library. Our unique collection of employer case studies will provide inspired ideas and examples to build in your workplace.WORKING FAMILIES
The Top Employers for Working Families Benchmark – Entries for 2021 are now CLOSED! The Working Families Benchmark is the only tool available that measures all aspects of flexible working and work-life policies and practice.WORKING FAMILIES
The Equality Act 2010 legally protects people from discrimination in the workplace. It prohibits discrimination and other unfair conduct relating to certain ‘protected characteristics’.WORKING FAMILIES
The information on the law contained on this site is provided free of charge and does not, and is not intended to, amount to legal advice to any person on a specific case or matter.WORKING FAMILIES
Working Families, uniquely, works with employers and employees to help parents and carers find a better balance between their work commitments and home responsibilities.WORKING FAMILIES
National Work Life Week provides a chance to reflect on your work-life balance. For many working parents and carers, getting this balance right can be elusive. Luckily, there are some legal rights designed to make it a little easier.WORKING FAMILIES
The information on the law contained on this site is provided free of charge and does not, and is not intended to, amount to legal advice to any person on a specific case or matter.WORKING FAMILIES
A collective bargaining agreement is an agreement between an employer and a trade union. This allows an employer to agree with the union the terms and conditions of employment (and possibly other matters) in relation to employees who are covered by the agreement.WORKING FAMILIES
0300 012 0312. Monday to Friday - 11am-2pm. Free helpline for parents & carers on employment rights and in-work benefits. We offer free advice about employment rights and in-work benefits for parents, carers and their advisers. Continue reading. FREE download for employers - Flexible team protocols.WORKING FAMILIES
The Modern Families Index is the most comprehensive study of how working parents manage the balance between work and family life in the UK. Now in its 8th year, it has been published annually by Working Families and Bright Horizons Family Solutions since 2012.WORKING FAMILIES
Royal Bank of Canada. Simmons & Simmons. Southdown Housing. Teach First. UBS AG. Unibail-Rodamco-Westfield. Yorkshire Building Society. Zurich Insurance. Read the full press release on the Top 30 Employers for Working Families in 2020.WORKING FAMILIES
Register for the 2022 Awards. Working Families’ annual Best Practice Awards recognise UK employers whose stand-out cultures and practices demonstrate that they deeply understand that all employees perform better when they have some degree of flexibility over when, where and how they work ‒ and that employees will be more productive if theWORKING FAMILIES
The following are types of unlawful discrimination that parents and carers often experience: Sex discrimination: Women still tend to bear the primary responsibility of childcare. This means that women and men can experience sex discrimination related to their caring responsibilties. For instance, it has been successfully argued that,because
WORKING FAMILIES
Flexible working and discrimination. In addition to the right to request flexible working , employees have legal protections from discrimination. If your request is refused, or your employer treats you unfairly in relation to your request, you may also experience unlawful discrimination. This article gives an overview of commontypes of
WORKING FAMILIES
This is a Precedent “Statutory Flexible Working Request” Letter for you to personalise.All the words highlighted in BOLD are legal requirements for the request to be valid.You must include these. The remainder of the letter is optional however our view is that including this information, where relevant, will help strengthen your argument and hopefully result in the request being granted.WORKING FAMILIES
IVF is not always successful, and it can be devastating to find out that you are not pregnant. As an employee, you have the right to sick leave if you wish to take time off work to come to terms with the situation. It is important to talk to your GP who may refer you to a counsellor. If you find yourself too ill to work for a period of 4days
WORKING FAMILIES
Depending on the nature of the claim and how much money is being claimed, cases brought in the civil courts will be allocated to one of three tracks. These are known as the multi track, the fast track and the small claims tracks. The simpler cases with a value of up to 10,000 will be allocated to the small claims track in the countrycourt.
WORKING FAMILIES
Encourage your hiring managers to think about job design, and the kind of flexibility that would work in the role, before recruitment – and then tell candidates you are ‘happy to talk flexible working’ when you advertise the role. This will give potential qualified applicants the confidence to ask about alternative patterns of work; andWORKING FAMILIES
0300 012 0312. Monday to Friday - 11am-2pm. Free helpline for parents & carers on employment rights and in-work benefits. We offer free advice about employment rights and in-work benefits for parents, carers and their advisers. Continue reading. FREE download for employers - Flexible team protocols.WORKING FAMILIES
The Modern Families Index is the most comprehensive study of how working parents manage the balance between work and family life in the UK. Now in its 8th year, it has been published annually by Working Families and Bright Horizons Family Solutions since 2012.WORKING FAMILIES
Royal Bank of Canada. Simmons & Simmons. Southdown Housing. Teach First. UBS AG. Unibail-Rodamco-Westfield. Yorkshire Building Society. Zurich Insurance. Read the full press release on the Top 30 Employers for Working Families in 2020.WORKING FAMILIES
Register for the 2022 Awards. Working Families’ annual Best Practice Awards recognise UK employers whose stand-out cultures and practices demonstrate that they deeply understand that all employees perform better when they have some degree of flexibility over when, where and how they work ‒ and that employees will be more productive if theWORKING FAMILIES
The following are types of unlawful discrimination that parents and carers often experience: Sex discrimination: Women still tend to bear the primary responsibility of childcare. This means that women and men can experience sex discrimination related to their caring responsibilties. For instance, it has been successfully argued that,because
WORKING FAMILIES
Flexible working and discrimination. In addition to the right to request flexible working , employees have legal protections from discrimination. If your request is refused, or your employer treats you unfairly in relation to your request, you may also experience unlawful discrimination. This article gives an overview of commontypes of
WORKING FAMILIES
This is a Precedent “Statutory Flexible Working Request” Letter for you to personalise.All the words highlighted in BOLD are legal requirements for the request to be valid.You must include these. The remainder of the letter is optional however our view is that including this information, where relevant, will help strengthen your argument and hopefully result in the request being granted.WORKING FAMILIES
IVF is not always successful, and it can be devastating to find out that you are not pregnant. As an employee, you have the right to sick leave if you wish to take time off work to come to terms with the situation. It is important to talk to your GP who may refer you to a counsellor. If you find yourself too ill to work for a period of 4days
WORKING FAMILIES
Depending on the nature of the claim and how much money is being claimed, cases brought in the civil courts will be allocated to one of three tracks. These are known as the multi track, the fast track and the small claims tracks. The simpler cases with a value of up to 10,000 will be allocated to the small claims track in the countrycourt.
WORKING FAMILIES
Encourage your hiring managers to think about job design, and the kind of flexibility that would work in the role, before recruitment – and then tell candidates you are ‘happy to talk flexible working’ when you advertise the role. This will give potential qualified applicants the confidence to ask about alternative patterns of work; andWORKING FAMILIES
Catherine became Head of Marketing and Communications at Working Families in September 2018. In this role, Catherine serves on the charity’s senior management team and is responsible for creating innovative marketing and communications strategies across a broad spectrum of channels and platforms. Prior to Working Families,Catherine was
WORKING FAMILIES
*PLEASE FOLLOW ANY GOVERNMENT GUIDANCE OR GUIDANCE SPECIFIC TO YOUR LOCAL AREA ON THE CORONAVIRUS (COVID-19) AS IT IS CHANGING DAILY*. We have gathered some of the issues for pregnant workers and new or expecting parents during the coronavirus pandemic. The government guidance for pregnant employees was updated on 29 March 2021.. Youmight also want
WORKING FAMILIES
Advice for Parents & Carers. Information for working parents and carers on their employment rights, Tax Credits and in-work benefits, maternity and paternity leave, flexible working options and maternity discrimination. This includes a section especially for parents of disabled children. read more on Adoption.WORKING FAMILIES
Please note this event is for Working Families members only. Working Families’ next Network Chairs event will take place as a virtual discussion at 12pm on 7th July.WORKING FAMILIES
The Top Employers for Working Families Benchmark – Entries for 2021 are now OPEN! The Working Families Benchmark is the only tool available that measures all aspects of flexible working and work-life policies and practice. It evaluates how well these are integrated into your organisation’s values and culture, and also looks specificallyat
WORKING FAMILIES
Negotiating. At the end of the day, a lot of this is down to negotiating, so knowing how to best present a request is just as important as knowing your rights. Have a look at our top tips for negotiating. For more information, call the Working Families helpline on 0300 012 0312 or e-mail advice@workingfamilies.org.uk.WORKING FAMILIES
Flexible working and discrimination. In addition to the right to request flexible working , employees have legal protections from discrimination. If your request is refused, or your employer treats you unfairly in relation to your request, you may also experience unlawful discrimination. This article gives an overview of commontypes of
WORKING FAMILIES
Time Off for Dependants is available to all employees, regardless of how long they’ve been employed. It allows you to take time off in an emergency, for example if a dependant is ill or needs you to deal with a disruption or breakdown in care. You are only entitled to take a reasonable amount of time off to deal with the immediate problem.WORKING FAMILIES
WITNESS STATEMENTS. In England and Wales witness statements are now expected. In Scotland, they are less common. Each witness’s evidence should be fully set out in a statement. It should be written, where possible, in chronological (date) order. It is best to type the statement, with numbered paragraphs and sub-headings, and linespacing.
WORKING FAMILIES
Encourage your hiring managers to think about job design, and the kind of flexibility that would work in the role, before recruitment – and then tell candidates you are ‘happy to talk flexible working’ when you advertise the role. This will give potential qualified applicants the confidence to ask about alternative patterns of work; andWORKING FAMILIES
0300 012 0312. Monday to Friday - 11am-2pm. Free helpline for parents & carers on employment rights and in-work benefits. We offer free advice about employment rights and in-work benefits for parents, carers and their advisers. Continue reading. FREE download for employers - Flexible team protocols.WORKING FAMILIES
Catherine became Head of Marketing and Communications at Working Families in September 2018. In this role, Catherine serves on the charity’s senior management team and is responsible for creating innovative marketing and communications strategies across a broad spectrum of channels and platforms. Prior to Working Families,Catherine was
WORKING FAMILIES
The Modern Families Index is the most comprehensive study of how working parents manage the balance between work and family life in the UK. Now in its 8th year, it has been published annually by Working Families and Bright Horizons Family Solutions since 2012.WORKING FAMILIES
Royal Bank of Canada. Simmons & Simmons. Southdown Housing. Teach First. UBS AG. Unibail-Rodamco-Westfield. Yorkshire Building Society. Zurich Insurance. Read the full press release on the Top 30 Employers for Working Families in 2020.WORKING FAMILIES
The following are types of unlawful discrimination that parents and carers often experience: Sex discrimination: Women still tend to bear the primary responsibility of childcare. This means that women and men can experience sex discrimination related to their caring responsibilties. For instance, it has been successfully argued that,because
WORKING FAMILIES
Register for the 2022 Awards. Working Families’ annual Best Practice Awards recognise UK employers whose stand-out cultures and practices demonstrate that they deeply understand that all employees perform better when they have some degree of flexibility over when, where and how they work ‒ and that employees will be more productive if theWORKING FAMILIES
This is a Precedent “Statutory Flexible Working Request” Letter for you to personalise.All the words highlighted in BOLD are legal requirements for the request to be valid.You must include these. The remainder of the letter is optional however our view is that including this information, where relevant, will help strengthen your argument and hopefully result in the request being granted.WORKING FAMILIES
Notes The Top Employers for Working Families Benchmark 2019 The Top Employers for Working Families Benchmark was established by Working Families in 2010. It is UK-wide and open to all Working Families’ employer members. The benchmark is a way for employers to see whether they are ahead or behind the curve in the development of flexible and family friendly working, and to get tailoredWORKING FAMILIES
IVF is not always successful, and it can be devastating to find out that you are not pregnant. As an employee, you have the right to sick leave if you wish to take time off work to come to terms with the situation. It is important to talk to your GP who may refer you to a counsellor. If you find yourself too ill to work for a period of 4days
WORKING FAMILIES
Encourage your hiring managers to think about job design, and the kind of flexibility that would work in the role, before recruitment – and then tell candidates you are ‘happy to talk flexible working’ when you advertise the role. This will give potential qualified applicants the confidence to ask about alternative patterns of work; andWORKING FAMILIES
0300 012 0312. Monday to Friday - 11am-2pm. Free helpline for parents & carers on employment rights and in-work benefits. We offer free advice about employment rights and in-work benefits for parents, carers and their advisers. Continue reading. FREE download for employers - Flexible team protocols.WORKING FAMILIES
Catherine became Head of Marketing and Communications at Working Families in September 2018. In this role, Catherine serves on the charity’s senior management team and is responsible for creating innovative marketing and communications strategies across a broad spectrum of channels and platforms. Prior to Working Families,Catherine was
WORKING FAMILIES
The Modern Families Index is the most comprehensive study of how working parents manage the balance between work and family life in the UK. Now in its 8th year, it has been published annually by Working Families and Bright Horizons Family Solutions since 2012.WORKING FAMILIES
Royal Bank of Canada. Simmons & Simmons. Southdown Housing. Teach First. UBS AG. Unibail-Rodamco-Westfield. Yorkshire Building Society. Zurich Insurance. Read the full press release on the Top 30 Employers for Working Families in 2020.WORKING FAMILIES
The following are types of unlawful discrimination that parents and carers often experience: Sex discrimination: Women still tend to bear the primary responsibility of childcare. This means that women and men can experience sex discrimination related to their caring responsibilties. For instance, it has been successfully argued that,because
WORKING FAMILIES
Register for the 2022 Awards. Working Families’ annual Best Practice Awards recognise UK employers whose stand-out cultures and practices demonstrate that they deeply understand that all employees perform better when they have some degree of flexibility over when, where and how they work ‒ and that employees will be more productive if theWORKING FAMILIES
This is a Precedent “Statutory Flexible Working Request” Letter for you to personalise.All the words highlighted in BOLD are legal requirements for the request to be valid.You must include these. The remainder of the letter is optional however our view is that including this information, where relevant, will help strengthen your argument and hopefully result in the request being granted.WORKING FAMILIES
Notes The Top Employers for Working Families Benchmark 2019 The Top Employers for Working Families Benchmark was established by Working Families in 2010. It is UK-wide and open to all Working Families’ employer members. The benchmark is a way for employers to see whether they are ahead or behind the curve in the development of flexible and family friendly working, and to get tailoredWORKING FAMILIES
IVF is not always successful, and it can be devastating to find out that you are not pregnant. As an employee, you have the right to sick leave if you wish to take time off work to come to terms with the situation. It is important to talk to your GP who may refer you to a counsellor. If you find yourself too ill to work for a period of 4days
WORKING FAMILIES
Encourage your hiring managers to think about job design, and the kind of flexibility that would work in the role, before recruitment – and then tell candidates you are ‘happy to talk flexible working’ when you advertise the role. This will give potential qualified applicants the confidence to ask about alternative patterns of work; andWORKING FAMILIES
Catherine became Head of Marketing and Communications at Working Families in September 2018. In this role, Catherine serves on the charity’s senior management team and is responsible for creating innovative marketing and communications strategies across a broad spectrum of channels and platforms. Prior to Working Families,Catherine was
WORKING FAMILIES
*PLEASE FOLLOW ANY GOVERNMENT GUIDANCE OR GUIDANCE SPECIFIC TO YOUR LOCAL AREA ON THE CORONAVIRUS (COVID-19) AS IT IS CHANGING DAILY*. We have gathered some of the issues for pregnant workers and new or expecting parents during the coronavirus pandemic. The government guidance for pregnant employees was updated on 29 March 2021.. Youmight also want
WORKING FAMILIES
Advice for Parents & Carers. Information for working parents and carers on their employment rights, Tax Credits and in-work benefits, maternity and paternity leave, flexible working options and maternity discrimination. This includes a section especially for parents of disabled children. read more on Adoption.WORKING FAMILIES
Please note this event is for Working Families members only. Working Families’ next Network Chairs event will take place as a virtual discussion at 12pm on 7th July.WORKING FAMILIES
The Top Employers for Working Families Benchmark – Entries for 2021 are now OPEN! The Working Families Benchmark is the only tool available that measures all aspects of flexible working and work-life policies and practice. It evaluates how well these are integrated into your organisation’s values and culture, and also looks specificallyat
WORKING FAMILIES
Thank you for visiting the Wainwright case study library. Our unique collection of employer case studies will provide inspired ideas and examples to build in your workplace.WORKING FAMILIES
Flexible working and discrimination. In addition to the right to request flexible working , employees have legal protections from discrimination. If your request is refused, or your employer treats you unfairly in relation to your request, you may also experience unlawful discrimination. This article gives an overview of commontypes of
WORKING FAMILIES
Negotiating. At the end of the day, a lot of this is down to negotiating, so knowing how to best present a request is just as important as knowing your rights. Have a look at our top tips for negotiating. For more information, call the Working Families helpline on 0300 012 0312 or e-mail advice@workingfamilies.org.uk.WORKING FAMILIES
Depending on the nature of the claim and how much money is being claimed, cases brought in the civil courts will be allocated to one of three tracks. These are known as the multi track, the fast track and the small claims tracks. The simpler cases with a value of up to 10,000 will be allocated to the small claims track in the countrycourt.
WORKING FAMILIES
Time Off for Dependants is available to all employees, regardless of how long they’ve been employed. It allows you to take time off in an emergency, for example if a dependant is ill or needs you to deal with a disruption or breakdown in care. You are only entitled to take a reasonable amount of time off to deal with the immediate problem.WORKING FAMILIES
0300 012 0312. Monday to Friday - 11am-2pm. Free helpline for parents & carers on employment rights and in-work benefits. We offer free advice about employment rights and in-work benefits for parents, carers and their advisers. Continue reading. FREE download for employers - Flexible team protocols.WORKING FAMILIES
The Modern Families Index is the most comprehensive study of how working parents manage the balance between work and family life in the UK. Now in its 8th year, it has been published annually by Working Families and Bright Horizons Family Solutions since 2012.WORKING FAMILIES
Royal Bank of Canada. Simmons & Simmons. Southdown Housing. Teach First. UBS AG. Unibail-Rodamco-Westfield. Yorkshire Building Society. Zurich Insurance. Read the full press release on the Top 30 Employers for Working Families in 2020.WORKING FAMILIES
Negotiating. At the end of the day, a lot of this is down to negotiating, so knowing how to best present a request is just as important as knowing your rights. Have a look at our top tips for negotiating. For more information, call the Working Families helpline on 0300 012 0312 or e-mail advice@workingfamilies.org.uk.WORKING FAMILIES
Register for the 2022 Awards. Working Families’ annual Best Practice Awards recognise UK employers whose stand-out cultures and practices demonstrate that they deeply understand that all employees perform better when they have some degree of flexibility over when, where and how they work ‒ and that employees will be more productive if theWORKING FAMILIES
This is a Precedent “Statutory Flexible Working Request” Letter for you to personalise.All the words highlighted in BOLD are legal requirements for the request to be valid.You must include these. The remainder of the letter is optional however our view is that including this information, where relevant, will help strengthen your argument and hopefully result in the request being granted.WORKING FAMILIES
IVF is not always successful, and it can be devastating to find out that you are not pregnant. As an employee, you have the right to sick leave if you wish to take time off work to come to terms with the situation. It is important to talk to your GP who may refer you to a counsellor. If you find yourself too ill to work for a period of 4days
WORKING FAMILIES
Time Off for Dependants is available to all employees, regardless of how long they’ve been employed. It allows you to take time off in an emergency, for example if a dependant is ill or needs you to deal with a disruption or breakdown in care. You are only entitled to take a reasonable amount of time off to deal with the immediate problem.WORKING FAMILIES
The right to request flexible working for parents and carers of disabled children are the same as parents of non-disabled children. An employee with 26 weeks of service with the same employer has the right to make a request to work flexibly. The employer has three months to respond (although this can be extended by agreement).WORKING FAMILIES
If you have more than 2 years of service, you are also entitled to a statutory redundancy payment of 0.5, 1 or 1.5 times a week’s salary per year of service, depending on your age. It is worth checking your employer’s Staff Handbook and what used to be done in the past: your employer may have a more generous contractual policy.WORKING FAMILIES
0300 012 0312. Monday to Friday - 11am-2pm. Free helpline for parents & carers on employment rights and in-work benefits. We offer free advice about employment rights and in-work benefits for parents, carers and their advisers. Continue reading. FREE download for employers - Flexible team protocols.WORKING FAMILIES
The Modern Families Index is the most comprehensive study of how working parents manage the balance between work and family life in the UK. Now in its 8th year, it has been published annually by Working Families and Bright Horizons Family Solutions since 2012.WORKING FAMILIES
Royal Bank of Canada. Simmons & Simmons. Southdown Housing. Teach First. UBS AG. Unibail-Rodamco-Westfield. Yorkshire Building Society. Zurich Insurance. Read the full press release on the Top 30 Employers for Working Families in 2020.WORKING FAMILIES
Negotiating. At the end of the day, a lot of this is down to negotiating, so knowing how to best present a request is just as important as knowing your rights. Have a look at our top tips for negotiating. For more information, call the Working Families helpline on 0300 012 0312 or e-mail advice@workingfamilies.org.uk.WORKING FAMILIES
Register for the 2022 Awards. Working Families’ annual Best Practice Awards recognise UK employers whose stand-out cultures and practices demonstrate that they deeply understand that all employees perform better when they have some degree of flexibility over when, where and how they work ‒ and that employees will be more productive if theWORKING FAMILIES
This is a Precedent “Statutory Flexible Working Request” Letter for you to personalise.All the words highlighted in BOLD are legal requirements for the request to be valid.You must include these. The remainder of the letter is optional however our view is that including this information, where relevant, will help strengthen your argument and hopefully result in the request being granted.WORKING FAMILIES
IVF is not always successful, and it can be devastating to find out that you are not pregnant. As an employee, you have the right to sick leave if you wish to take time off work to come to terms with the situation. It is important to talk to your GP who may refer you to a counsellor. If you find yourself too ill to work for a period of 4days
WORKING FAMILIES
Time Off for Dependants is available to all employees, regardless of how long they’ve been employed. It allows you to take time off in an emergency, for example if a dependant is ill or needs you to deal with a disruption or breakdown in care. You are only entitled to take a reasonable amount of time off to deal with the immediate problem.WORKING FAMILIES
The right to request flexible working for parents and carers of disabled children are the same as parents of non-disabled children. An employee with 26 weeks of service with the same employer has the right to make a request to work flexibly. The employer has three months to respond (although this can be extended by agreement).WORKING FAMILIES
If you have more than 2 years of service, you are also entitled to a statutory redundancy payment of 0.5, 1 or 1.5 times a week’s salary per year of service, depending on your age. It is worth checking your employer’s Staff Handbook and what used to be done in the past: your employer may have a more generous contractual policy.WORKING FAMILIES
Catherine became Head of Marketing and Communications at Working Families in September 2018. In this role, Catherine serves on the charity’s senior management team and is responsible for creating innovative marketing and communications strategies across a broad spectrum of channels and platforms. Prior to Working Families,Catherine was
WORKING FAMILIES
The Modern Families Index is the most comprehensive study of how working parents manage the balance between work and family life in the UK. Now in its 8th year, it has been published annually by Working Families and Bright Horizons Family Solutions since 2012.WORKING FAMILIES
*PLEASE FOLLOW ANY GOVERNMENT GUIDANCE OR GUIDANCE SPECIFIC TO YOUR LOCAL AREA ON THE CORONAVIRUS (COVID-19) AS IT IS CHANGING DAILY*. We have gathered some of the issues for pregnant workers and new or expecting parents during the coronavirus pandemic. The government guidance for pregnant employees was updated on 29 March 2021.. Youmight also want
WORKING FAMILIES
Please note this event is for Working Families members only. Working Families’ next Network Chairs event will take place as a virtual discussion at 12pm on 7th July.WORKING FAMILIES
Thank you for visiting the Wainwright case study library. Our unique collection of employer case studies will provide inspired ideas and examples to build in your workplace.WORKING FAMILIES
The Top Employers for Working Families Benchmark – Entries for 2021 are now OPEN! The Working Families Benchmark is the only tool available that measures all aspects of flexible working and work-life policies and practice. It evaluates how well these are integrated into your organisation’s values and culture, and also looks specificallyat
WORKING FAMILIES
The following are types of unlawful discrimination that parents and carers often experience: Sex discrimination: Women still tend to bear the primary responsibility of childcare. This means that women and men can experience sex discrimination related to their caring responsibilties. For instance, it has been successfully argued that,because
WORKING FAMILIES
Working Families and its Working On campaign aims to: raise awareness of the difficulties faced by parents of disabled children combining work and care. encourage change in childcare provision, employment practice and support services to enable more parents of disabled children to enter and remain in work. identify key partners tochampion the
WORKING FAMILIES
Keep up-to-date with family friendly rights: what’s coming in 2020. Book tickets now. This course flags up cases and other developments that you need to know about, what the main changes are and what you need to look out for. Working Families trainers will focus on:WORKING FAMILIES
A collective bargaining agreement is an agreement between an employer and a trade union. This allows an employer to agree with the union the terms and conditions of employment (and possibly other matters) in relation to employees who are covered by the agreement. Skip to main content Working Families Menu Search Working Families Search Search Working Families Search * Advice for Parents & CarersNEED ADVICE?
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ARMED FORCES AND SMALL CHARITIES AMONG WINNERS OF THE WORKING FAMILIES BEST PRACTICE AWARDS 2021 Best Practice Awards 2021 Winners RevealedRead more
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ARMED FORCES AND SMALL CHARITIES AMONG WINNERS OF THE WORKING FAMILIES BEST PRACTICE AWARDS 2021 Work-life balance charity Working Families has announced the winners of the 2021 Best Practice Awards. The awards celebrate employers whose stand-out cultures and working*
WORKING FAMILIES’ RESPONSE TO QUEEN’S SPEECH We are disappointed to see that the Government's Employment Bill seems to have fallen off the legislative agenda in todays Queens Speech.*
FINALISTS REVEALED FOR THE WORKING FAMILIES BEST PRACTICE AWARDS2021
Work-life balance charity Working Families has announced the finalists for its 2021 Best Practice Awards. The awards celebrate employers whose stand-out cultures and working*
OUR RESPONSE TO ‘UNEQUAL IMPACT? CORONAVIRUS AND THE GENDEREDECONOMIC IMPACT’
A statement from Working Families in response to the Women and Equalities Committee Report on gendered economic impact of COVID*
THE SEARCH IS ON FOR THE UK’S BEST EMPLOYERS FOR FLEXIBLE AND FAMILY-FRIENDLY WORKING Working Families calls for entries to find the leading employers who are offering outstanding flexible and employee-friendly workplaces.*
ONE IN FIVE WORKING PARENTS HAS FACED UNFAIR TREATMENT AT WORK SINCECOVID-19 ONSET
Work-life balance charity Working Families calls on Government to add caring responsibilities to the list of protected characteristics inthe Equality Act.
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BEST-PRACTICE EMPLOYERS SAW INCREASED PRODUCTIVITY DURING LOCKDOWN, WITH MANY ALLOWING THE MAJORITY OF STAFF TO CONTINUE FLEXING THEIRHOURS
A new survey from work-life balance charity Working Families shows the impact of COVID-19 on employers who have invested in creating flexible and family-friendly workplaces. MORE NEWS & EVENTS OUR MEMBERS
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