Every company has a unique employee population with unique benefits needs, but almost all of them have someone at home to take care of. According to research from the National Alliance for Caregiving and AARP, nearly a quarter of caregivers spend an average of 41 hours a week looking after their families—or the equivalent of another full time job—and the distraction and fatigue of juggling so many responsibilities cause 60% of caregiving employees to say their performance at work has suffered as a result.
It’s no wonder that more companies are looking for ways to give their workers a helping hand. The following companies stand out for their flexibility in helping employees manage their families and their jobs as easily as possible.
Google is no stranger to these best-of benefits lists—but in addition to great perks like free on-site meals and access to on-site haircuts and laundry, Google offers a dedicated work-life and family program group to help employees take the best care of their families. On-site childcare is available, as well as other care options ranging from help finding nannies to backup center-based care; senior care and pet care services are also available.
Because Google has so many regional workforces that vary in terms of demographic and cultural makeup, the variety of options helps employees customize a solution that works for their individual families.
Best of all? Their approach is working:
- 97% of employees said Google has special and unique benefits and 96% are proud to tell other people where they work, based on employees surveyed by Great Place to Work
- The company has been on Fortune’s 100 Best Places to Work list 11 times
- Google has seen a 50% reduction in attrition for working moms
Read more about Google’s family care benefits here.
Workday, a provider of enterprise cloud applications for finance and human resources, works to provide benefits for its generationally diverse workforce.
Workday aims to make life as easy as possible for employees with personal concierge services to handle any appointment booking or errand running, discounted backup child and elder care, flexible work schedules, subsidies for shelter pet adoptions, and even financial assistance for student and home loans.
The benefits have made a clear, positive impression on the employees and broader culture at the company:
- 95% of employees are proud to tell others where they work, according to employees surveyed by Great Place to Work
- 95% say people care about each other at the company, found the same study
- “Workday has proven time and time again it’s committed to both its employees and its customers…I have never seen any company invest as much time and effort in making sure its culture remains intact as it continues to grow,” said one Glassdoor reviewer
Read more about Workday’s benefits here.
Quicken Loans takes family care seriously. In addition to child and elder care resources and adoption benefits, Quicken Loans fully covers all infertility procedures and autism treatments for all dependents under the age of 18 with no dollar limit. And for families that are looking for a little time in the sun, employees can earn free vacations to places like Miami, Cancun, Hawaii and the Caribbean.
How do the company’s employees feel? According to surveys by Great Place to Work:
- 96% say the facilities contribute to a good working environment
- 96% are proud to tell others where they work
- Work-life balance programs work—with 45% and 22% taking advantage of flexible scheduling and telecommuting, respectively
Read more about Quicken Loans’ benefits here.
For Northwestern University, family care includes an emphasis on senior care; many of its more than 10,000 faculty and staff fall in the 40-60 year old age bracket, making them part of the “sandwich generation” that is caring for both children and aging relatives.
In addition to child-focused benefits like adoption assistance, flexible work schedules and resources to help parents choose childcare providers, Northwestern offers comprehensive senior-care benefits such as access to senior care advisors, customized referrals to care facilities, legal and financial expertise and employee assistance programs.
As Lori Anne Henderson, Director of Work-Life Resources at Northwestern, pointed out, “Navigating the eldercare terrain can be time consuming and complex. Accessing the right type of information and resources can be difficult. As employers, we must understand how to manage the trends that affect our workforce, and implement benefits and policies that bring out the best in employees. Without support, there are so many adverse ripple effects. If we don’t deal with these issues, we are risking absenteeism and other challenges to productivity.”
Read more about Northwestern University’s benefits here.
Earlier this year Facebook, another stalwart of these lists, made headlines when the social network announced plans to expand generous family and bereavement leave policies. These new additions add to a long list of family-friendly benefits, perks and policies at Facebook.
Here are a few:
- 4 months of paid maternity and paternity leave for new parents
- A $4,000 “new child benefit”
- Child care assistance, including subsidized care and emergency backup care
- $20,000 in fertility and family planning benefits
- Up to 20 days of paid leave to grieve the loss of immediate family members and 10 days for extended family
- Up to six weeks of paid leave to care for seriously ill relatives and three days to care for family members dealing with short-term illness, like the flu
Describing the motivation behind these benefits and policies, Facebook COO Sheryl Sandberg wrote, “Making it easier for more Americans to be the workers and family members they want to be will make our economy and country stronger. Companies that stand by the people who work for them do the right thing and the smart thing – it helps them serve their mission, live their values and improve their bottom line by increasing the loyalty and performance of their workforce.”
Read more about Facebook’s benefits here.
This Utah-based business intelligence SaaS provider is proving mid-sized companies can make care benefits work. Domo’s family-friendly benefits and policies include a new fertility benefit that gives employees a lifetime sum of $40,000 to spend on fertility services, including:
- 10 weeks of paid maternity leave
- 2 weeks of paid paternity leave
- Adoption and fertility benefits
- A $1,000 new baby bonus
- A maternity wardrobe benefit
In press interviews after the maternity wardrobe benefit garnered attention back in 2015, company leadership said Domo, then a 5-year-old company with 600 employees, couldn’t match some of the super-generous parental leave benefits tech companies have introduced over the past few years. But the company wanted to do something, and addressing “the challenge expectant mothers face in trying to dress professionally” was a benefit that matched the demography at Domo, where the workforce has an average age of 34 and an average of 3 children per staffer.
Learn more about Domo’s benefits here.
The professional services firm has spent decades on “Best Places” to work lists, including 10 consecutive years atop Working Mother’s version of the list. Known for its work-life programs, EY provides family care benefits, new parent coaching and mentor opportunities for new parents, on top of paid maternity and paternity leave and liberal flexibility policies.
Learn more about life at EY here.
When Twitter unveiled a gender-neutral parental leave program of 20 weeks of paid leave for all new parents, one of the coolest parts was that the company’s message was that it’s time to think beyond outdated ideas that dad’s hard at work while mom’s at home with the kids.
In addition to generous leave policies, Twitter provides family care benefits and boasts employee resource groups, like a “Dads on Leave” roundtable, designed to help employees with the transition to parenthood.
Learn more about Twitters’ benefits here.
“Supporting families improves loyalty and performance. These are essential in an environment where our success depends entirely on our people” Those are lines straight off of the PricewaterhouseCoopers website. So how do they do it?
- Family planning consultants and a “Prepared Parent” pamphlet that includes practical advice about how PwC parents manage transitions back to work.
- Six weeks of fully paid parental leave for all parents, plus any short-term disability benefits that apply
- Child care assistance benefits, flexible spending accounts, family sick days and a Mentor Moms program designed to pair newer moms with a mentor who can offer support and guidance for up to 18 months
Learn more about how PwC supports families here.
A few years ago, Adobe made an exciting announcement: The tech company was stepping up its paid family leave policies in recognition of the fact that caring for your family – and yourself – helps you to be your best at work.
In addition to up to 26 weeks of paid maternity leave for new moms and 16 weeks of parental leave for all primary caregivers, the company has a family care leave policy providing employees with up to four weeks of PTO to care for a sick family member.
In a blog post last fall, Donna Morris, the EVP of Customer and Employee Experience at Adobe, reported on positive early returns on the expanded paid leave programs. Following the expansion, nearly 90 percent of women who took maternity leave returned to the company, up from 81 percent in 2014, she wrote.
In addition to generous paid leave policies, Adobe provides adoption assistance and financial assistance to help employees with child care and other family-related expenses.
This year, Adobe introduced a “Welcome Back” program that allows employees to transition back from extended leaves with part-time, flex-time and work-from-home options. A new bereavement policy, allowing four weeks of PTO following the death of an immediate family member, is also new in 2017.
Read more about Adobe’s benefits here.
Offering care benefits is one of the easiest ways to help your employees bring their best, most energetic selves to work while showing that you care about their entire wellbeing—not just their wellbeing as long as they’re sitting at their desks.
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