The research found that breakdowns in care were common, with 67 per cent of respondents experiencing problems with childcare arrangements in the last year.
Bright Horizons said that while this is slightly lower than the 71 per cent in last year’s survey amid lockdowns, it shows the need for short notice care arrangements for workers, even when schools and early years settings are open.
Of those experiencing these childcare breakdowns, 58 per cent had a breakdown of five days or more. Twenty-eight per cent had a breakdown in their childcare arrangements of more than 10 days.
The Work+Family Snapshot 2022 survey, commissioned by work solutions and education provider Bright Horizons, also found that 58 per cent of employees said family has become a higher priority in the past 12 months. However, career progression was also a priority for respondents with 31 per cent saying that it had become more important to them in the last year.
Bright Horizons said that 'employers wanting to attract and retain talent in a tight labour market will need to plan proactively to meet both of these employee priorities.'
The email survey was carried out in February and March and received 1,502 employee responses across 186 of Bright Horizons 400-plus UK clients who use back-up care, workplace nurseries or workplace nursery partnerships (employer-facilitated places in near-site nurseries).
Workplace nurseries and care
Respondents to the survey had a range of caring responsibilities from childcare to eldercare, including those in the ‘sandwich generation’ with both.
The research showed a clear link between employer sponsored care provision and a positive impact across a range of factors, including productivity, overall wellbeing and stress reduction, and return to work after time off to have a baby or adopt.
Seventy per cent of respondents said they would be more likely to recommend their employer to others based purely on having access to Bright Horizons Work+Family services.
This rises to 75 per cent for those who use employer-sponsored workplace nurseries or nursery partnerships and 88 per cent for those who have used back-up care.
When comparing the results of the Work+Family Snapshot to the 2022 Modern Families Index Spotlight, which surveyed the general population, 81 per cent of Bright Horizons clients’ employees agreed their manager cares about their work and home balance, compared with just 62 per cent of the general population.
Denise Priest, executive director of Work and Family Solutions at Bright Horizons, said, ‘Family friendly employers who provide tangible support for employees, such as back-up care provision for that clear majority of employees who experience breakdowns in child, adult or eldercare plans, not only see the positive impact in employee engagement scores, but the figures here show it also helps employers with their succession planning and talent pipeline.
‘Being family-inclusive further contributes to narrowing the gender pay gap, with parental leave returners and those with care responsibilities better able to take on promotions and positive career progression, whatever their gender.
‘This research with our clients’ employees shows providing access to back-up and ongoing care makes good business sense as well as being beneficial for employees. Employers already providing these services are ahead of the game in talent retention.’
More than half (53 per cent) of respondents said that they are rethinking their overall direction and sense of purpose more than they used to.
This was seen particularly among employees over 55 where 63 per cent of those in this age group said they were rethinking their purpose.
Bright Horizons said this 'should sound alarm bells' for employers who wish to retain these experienced workers but have not yet developed a strategy to do so.
Hybrid working
Just 4 per cent of employees surveyed said they would want to work entirely in the workplace, with the vast majority saying that their ideal preference would be working from home for at least half the week – this has risen to 82 per cent this year, up from 79 per cent last year.
Twenty per cent would favour an even split between home and workplace and while 18 per cent would like to work exclusively from home.
Priest added, ‘While expectations and new ways of working may still be crystallising as employers and employees adjust to the post-pandemic world, it’s important to recognise that not all working roles can be hybrid such as those in a hospital or a manufacturing plant. However, there is a clear direction of travel for forward-thinking employers to note.’
