Top 4 Employee Benefits That A Working Mother Should Look For

People seeking work are increasingly interested in the perks that employers provide rather than the money they could earn. Those who are already employed are in the same boat. It’s no wonder, however, that mothers who want to return to work after giving birth or adopting a child are more interested in parts of the job that aren’t directly tied to the amount of money they’ll make.

What could be some benefits that working women wish to have?

1. Flexible Work Schedules

One of the most effective strategies for organizations to recruit working moms is to offer them flexible work schedule alternatives. When a woman has more flexibility in terms of when and where she works, the job becomes far more interesting.

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When it comes to integrating caregiving responsibilities with work, flexibility is critical. Mothers with little children, for example, will likely value the ability to work from home whenever they need to. It’s crucial for new mothers to be able to be near their newborn infants following maternity leave rather than being separated from them for eight or more hours each day.

When it comes to work schedule flexibility, mothers with older children may have different demands. They might value the ability to work shortened work weeks so that they can have a day to themselves during the week while still being able to spend the entire weekend with their families.

2. Childcare help

According to recent Childcare Help Surveys, 64% of working parents are concerned for their children at all times of the day.

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It’s no surprise that employers who offer childcare services are in great demand among working mothers. In terms of employers, the good news is that they have a number of options to provide working parents who need help caring for their children while they are at work.

Of course, giving on-site daycare choices at a reasonable cost, such as Wee Watch would be ideal.

One idea is to implement flex spending for child care charges, similar to how an employer might do for an employee’s personal health-care expenses, allowing working women to pay for a portion of their childcare costs before taxes.

Another alternative is to allow parents to take a paid day off if their children are sick, which is a benefit that is increasingly being offered by organizations looking to hire top female talent.

3. College Savings Plans

While retirement plans and possibilities are on everyone’s minds, comp
anies must keep in mind that retirement isn’t the only future life event that working parents are saving for. Employers are increasingly providing college savings accounts to employees in the same way they provide retirement accounts.

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Like every other advantage that a company may provide to working parents, the majority of them will be more interested in incentives that benefit their family rather than those that benefit them personally. College is a looming event that is on most parents’ thoughts as soon as their children are born, which makes employer-sponsored college savings plans highly appealing.

4. Personal Benefits

While family-related incentives and bonuses are always a plus and a priority, providing personal rewards to show that you care about and pamper your working mothers will never go ignored. It’s challenging to manage and balance work and family life, which is why offering both on-site and off-site bonuses geared at making working mothers’ lives easier and happier can’t hurt.

You might even get creative and provide services such as in-office pedicures and manicures, as well as hairdresser visits.

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The bottom line

You can provide flexible spending accounts to your employees, similar to the ones you provide for healthcare and/or daycare. You can also provide consultations with eldercare professionals to assist your employees in finding the best solutions, or partner with eldercare groups in your area to provide discounts to your employees.

The medical information provided in this article is provided as an information resource only. This information does not create any patient-physician relationship and should not be used as a substitute for professional diagnosis and treatment.