Staff absence due to childcare

[HelpIHaveNoStaff]

NC for this .

I'm a manager of a small business. I'm struggling because several employees are off a lot with poorly children. Covid related obviously - wasnt a problem before.

I understand this happens and I'm happy for them to be on paid sick leave. However, they all have spouses who do not do their share of the childcare when children have to be off.

I really, really don't want to be an arse, but I'm letting down clients due to staff shortages, we are hanging by a thread, and I feel it would be avoidable if these employees parental responsibilities were shared more evenly with spouses.

I dont even know how I can possibly raise this with staff. But if the business collapses we'll all lose our jobs.

AIBU to expect parents to go 50/50 on childcare duties where possible in these situations?

How can I communicate this?

I'd expect a lot of non-covid colds to rotate now that we are back in person since no one has has had any normal bugs for over a year! Just got a bug on the back of covid (that I was still recovering from). It will take time to get back to my normal energy levels.

Honestly I don't think I would mind if its single parents etc, its partly quite challenging knowing that I as an employer am going to struggle constantly because my staff has more women, who despite it being quite a well paid job, are going to put the needs of their husbands' employer first. I know for many people it is financial but there is sexism there too.

Imagine bringing this up with a women that is in an abusive relationship (as many are). Similarly, almost victim blaming women for their partners or husbands useless behaviour.

You just need to have a set policy that is fair but also works for you. Your employees relationships are none of your business.

@PinkiOcelot

I work for NHS Trust. We get 9 days carer leave per year. That doesn’t mean we can just take 9 days in 1 go. We get the first day and are expected to use that day to sort out alternative care. You need to introduce a policy OP. Say from 1 December or January all carers leave will need to be unpaid or AL used instead. Or the same as mine where you’re expected to use the 1st day to source or make other arrangements.

We are normally asked to make other arrangements too-but what arrangements can you make for Covid? If they have to isolate you can’t access any other childcare. No-one else can come to your home and they can’t leave. DD was off with Covid recently, she’s 2-she can’t be left unsupervised and so the full 10 days had to be covered by DH and me. No option to involve anyone else. Other illnesses are different but Covid is very limiting for options unless you live in a multi-generational household.

We have this the other way round. My husband earns more than me and works full time but generally he has to take time off work for the kids.
My work place is toxic and parents lie about being sick themselves to avoid the backlash of taking time off for children.
Can't you just offer dependents leave instead? That doesn't have to be paid. It's rough on some employee's but that's generally what's offered everywhere. Be honest and explain that if they keep taking time off, especially on full pay all of you will be out of a job

To be honest a lot of things sounds like piss taking to me. Unless their children actually have Covid then it takes up to 48 hours for a PCR test to come back and if it’s negative then they can return to school immediately. They are taking advantage of your good nature, nip it in the bud or it will continue.

The man's employers simply wouldn't be flexible due to the nature of work and I think prejudice on the employer about men and child care duties. Not much the woman can do about her partners employers prejudice

It's not on OP's business to fix this.

I think you need to let staff know business is under immense pressure and since a friendly chatty workplace talk about how others can cover childcare issues etc. Assume they want the business to stay afloat.

I would also look to employ a backup staff member on a temporary contract/part time to help.

You don't need to ^discuss* this with the staff - you are the boss. You tell them.

I would call a meeting and advise that the business cannot survive as it is being run currently. Give reasons why - such as letting down clients leading to a poor reputation. Tell the staff things will be changing. Introduce a new parental leave policy. If they don't like it, tough. As long as you operate within the law, you can do as you wish.

You are currently being walked all over. Personal and professional life should be separate. Their childcare issues really aren't your problem.

They are not sick. So don’t pay sick pay. They are entitled to unpaid emergency parental leave. So let them have that.
I bet the load will start to be shared …