Using family-forming benefits to improve inclusion and employee retention

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Becoming, or trying to become, a parent is a lifestage that can make the biggest difference to an employee’s career path, earnings potential, productivity at work and decision to remain with an employer. Therefore, employers which are serious about equity and inclusion within a workforce should closely examine their employee benefits and HR policies linked to family forming. There are quick simple wins to more complex, but achievable, options to support want-to-be and new parents.

In this webinar we will explore where employers can start when assessing whether the family-forming support they offer is still fit-for-purpose, what is commonly offered by other employers and which benefits or reward should be adjusted.

The panel will discuss how they use benefits from pensions-top ups and fertility treatment through to pay levels linked to parental and caring leave to attract, retain and engage new parents.

Key issues to be explored
•   How employers are thinking differently about new parents to increase employee retention
•   Why family forming support is crucial to close gender gaps at work
•   Commonly offered family forming employee benefits
•   HR policies that can enhance or trip up family-forming support
•   Sense-checking pay linked to parental, maternity, paternity, carers and bereavement leave
•   Reducing gaps in pensions savings – the long term damage of not thinking about pensions when becoming a parent
•   Family-forming benefits for older workers – from kinship leave to menopause support

Thanks to strategic partner Peppy for supporting this REBA webinar