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The benefits trends every HR person needs to know for 2023

The top 4 priorities for HR to focus on in 2023. 

2022 was a year of reckoning for many HR professionals, as the post-Covid era settled in and employers began to evaluate the ways of working needed to create a culture of loyalty, diversity, and productivity. As a result, HR professionals have had to adjust their strategies and plans for the future.

At Bubble we’ve spoken to hundreds of HR professionals this year and put together these top four trends. They provide a great guide on what to prioritise in your plans for 2023.

For more details: Download the report  the benefits trends every HR person needs to know for 2023

 

  • It’s no longer ok to only focus on maternity leave

Equal parental leave is becoming the norm and businesses are starting to offer more paid leave for dads, some even matching what they offer mums. This shift is being driven by the younger generations who are pushing for cultural changes, and businesses such as Aviva, Zurich, Mars and are leading the way with University Arts London even introducing 26 weeks fully paid parental leave for both men and women. 

 

  • The office is far from dead

It took a global pandemic to make people realise that working from home was very achievable. It’s taken a year post pandemic for businesses to understand the right mix of working from home and working in the office that best suits their teams. Employees still want space to belong, to socialise, and to collaborate as well as have the flexibility of home working. 

 

  • Menopause & fertility policies are a requirement

Women’s health is now being recognised as an important workplace issue. Over 1700 organisations have signed the menopause pledge in response to research showing that 10% of women had left their jobs because of menopause symptoms. 

Workplace groups and senior women have been empowered by the increased media coverage and support from organisations like Henpecked. Channel 4 is a leader in this space and their menopause policy can be used as a template for other organisations.

 In addition to menopause policies, fertility policies are also being implemented. Several organisations have signed a pledge, such as NatWest and UK Hospitality, and the Co-op have launched their own comprehensive fertility policy. This includes medical support and time off.

 

  • Childcare is becoming a mainstream benefit

Childcare benefits are now a priority, with businesses incentivising women to return to work, and understanding that childcare is the biggest barrier for a large proportion of their teams achieving their full potential.

Businesses are recognising that childcare is a major obstacle for many employees, and are taking steps to provide solutions to help their teams. Investing in childcare incentives is becoming increasingly popular and is proving to be a cost-effective way to retain and motivate valuable talent.

Sony recently made headlines by committing to pay up to £15,000 in childcare subsidies for lower income workers.

Overall, more and more businesses are realising the importance of equal parental leave, flexible working, and childcare support.This allows businesses to retain valuable talent, increase productivity, and achieve gender equality, acknowledging that they are key to creating an environment where employees can achieve their full potential.

 

For more details: Download the report  the benefits trends every HR person needs to know for 2023

With Bubble for Work you can give working parents access to subsidised, flexible childcare – providing support where they need it the most. Find out more about how Bubble for Work can work for you: https://joinbubble.com/demo

 

 

 

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