The Mumsnet Family Friendly members

The Mumsnet Family Friendly programme's vision is to make parents' lives easier and to encourage businesses to adopt flexible and effective working practices. Here's where you can find the companies that are proud to say they've joined up and are helping employees get the support they need

Women in an office


At Net-a-Porter, we strive to build an inclusive, global workforce and promote equality for women. The happiness and wellbeing of our team is of utmost importance, and we aim for a company culture that inspires people to grow and do their best work. At Net-a-Porter, we are proud to say that gender equality is at the heart of our business.


What does family friendly look like to you?
To us, it’s about our people having a successful career alongside their commitments and life outside work, and to ensure that our culture, the way we operate, and the support we provide truly does enable this. We are very clear that this is critical to the success of our people and therefore the success of our firm. 

A flexible approach
At Deloitte, we have both formal and informal agile working arrangements, from part-time working and annualised days, to working from home and informally flexing hours. We also know that time away from the office is important, so we are proud to offer our people ways to do this over and above their annual leave. For example, our people can take a four-week block of unpaid leave each year through our award-winning Time Out scheme and can also purchase up to 10 days additional leave, with many of our people using this to spend time with their families. Importantly, agile working is an engrained part of our culture with our people telling us that they feel able to avail themselves of our agile working options without any concerns of it impacting career progression. 

Supporting families
We recognise the importance of supporting working parents and carers. That’s why we provide enhanced maternity, paternity, shared parental and adoption leave. Our Working Parents Transition Programme also supports our people to have a smooth transition to and from parental leave, through bespoke group coaching sessions. Through My Family Care, we provide all employees with access to emergency childcare with two hours’ notice, and backup adult and eldercare for an adult dependant, or even themselves. For peer-to-peer support, our Working Families network connects over 1,200 parents, prospective parents and carers across the firm, enabling them to share best practice, resources, ideas, information, and
sometimes to simply just swap stories.

Helping people return to work
Taken a career break of two years or more, with a background in professional services? Our award-winning Return to Work programme offers a way to re-enter the workplace through a structured 25 week internship. Our current programme is currently open for applications for our January intake.


At CYBG, our employees are our biggest asset. Inclusion is at the heart of our culture and it’s written into our values. We are building a workforce which reflects the diversity of our customers, helping us to better understand their needs, make more informed decisions, develop stronger relationships, and tap into new ideas and innovation.

Being a Family Friendly employer is an integral part of this strategy. We are a signatory of the Women in Finance Charter – publicly committing to supporting and encouraging more women into senior management positions within the Financial Services sector. Our focus on being a Family Friendly employer has also gathered more momentum recently, with several
key initiatives taking place:

  • We asked colleagues to provide feedback and insight on how we can strengthen our existing Family Friendly policies and practices. We want to ensure our policies are robust and support all colleagues throughout all stages of their lives. This builds on our existing practices providing many of our colleagues with the opportunity to work flexibly.
  • We are delighted to be part of the Women Returners Programme in Scotland, an inaugural initiative aimed at supporting women who are eager to return to the workplace.
  • We have also launched a dedicated health and wellbeing strategy to promote the importance of achieving a positive work-life balance.
  • We are continuing to explore further ways we can be a supportive employer so that all our colleagues are able to develop in line with their potential.

Aster Group

Aster Group is passionate about changing and improving lives – and that includes the lives of our colleagues.

We know how important it is to achieve that work-life blend, and so striving to be a family friendly business is a priority for us.

We’ve already delivered and are currently working on a number of things which we believe will help us achieve this, including:

  • Providing enhanced maternity/adoption and paternity pay.
  • Offering flexible working options so our colleagues can decide where and when they work, whether it’s at home, a café, in the office or at night.
  • Reviewing our gender pay gap to ensure a consistent reduction in the gap over the next five years.
  • Providing shared parental leave pay at an enhanced rate (based on the individuals contractual terms – we have some differing terms).

Future projects include:

  • Extra support for maternity returners. This could take shape of a buddy programme where someone else in the business buddies up with the returning colleague to help them settle back into the business.
  • Enhancing shared parental leave even further.
  • Carrying out a further review of our maternity/adoption offer, making sure we benchmark against others.

We recognise that talented and motivated people drive our success, so we work hard at making Aster a rewarding and great place to work. Ensuring we are family friendly is just one of the ways we aim to do this.

Department of Surgery and Cancer at Imperial College London

The Department of Surgery and Cancer is part of the Faculty of Medicine at Imperial College London. The Department’s focus is to deliver the Faculty's research and education mission in an environment where everyone can thrive. Central to this is our People and Culture Committee, which prioritises the pastoral support of the staff. People and Culture is not just a phrase, it means placing staff and their family’s wellbeing at the centre of the decisions we make, as well as ensuring our policies and procedures are family-friendly.

We promote flexible working from the moment a job is advertised and provide access to the 'My Family Care' service for emergency childcare and school holiday cover. We have a clear maternity support pathway and offer fellowships designed to support female academic staff returning to work after maternity leave. We offer 52 weeks maternity leave and shared parental leave to all our staff, including those fostering or adopting. The College has a nursery facility, rated Outstanding by OFSTED, and actively supports the use of childcare vouchers to reduce the cost for staff. We have highchairs, changing facilities, and dedicated breastfeeding rooms on every campus, as well as maternity and paternity mentoring buddy schemes.

We are proud to support parents in the Department and are constantly reviewing what we do to improve the support we give our staff.

Octopus Energy

Octopus Energy aims to make buying energy as pain-free as buying gin. We know that you have a million more exciting things to do than worry about managing your energy supply, so we do what we can to make the process as easy as possible.

We’re available on email, 9am-10pm, seven days a week so you don’t have to spend your lunch hour in a call centre queue, and our CEO’s email address is accessible to every customer – we don’t claim to be perfect, but if we do get something wrong, we like it to go straight to the top.

We try and listen to what people tell us, too. For example, we recently added a feature that enables customers to keep an eye on a relative’s account – an elderly parent, maybe – giving you both peace of mind that everything on the account is running smoothly, like making sure meter readings are given on time.

In our team, we ban the term ‘flexible working’ – it’s just ‘working’. Work is an integral part of life, but you’ve got to balance it with family and personal time. Our CEO works hard, but he also does the school run twice a week. Our Director of Product and Marketing has conducted external meetings with her five-year-old. We’ve also got a fabulous team of 18 (mainly mothers) who work from home dealing with our out-of-office customer enquiries.

Want to know what it's like to work for Octopus Energy? Find out what a typical day involves for Octopus' Director of Product and Marketing.

Want to join?

Find out more about the programme and how to join.

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