Wfh with a child. Is it fair?

[violetsparkle]

Employee wants to pick up their kid from nursery and then do 2 hours more work. Is this fair? There's no policy against it so is it just what's acceptable now? I don't know if I should approve it. I don't want to really but we're desperate for the staff so I'm not sure if I have a choice. Just want to give employee a heads up that HR might not approve it so they can consider alternatives.

The employee needs to put her toddler to bed first and then get the work done later in the evening.

It may not been in the flexible working policy but there's perhaps something else in the contract of employment or another policy about working hours and not doing other things whilst at work which may cover this scenario.

I'd say to the employee that you're concerned that the toddler would not have adequate supervision whilst employee is working and see what they say ?

You don't say how old the child is.

Nursery age could be 12 months or 4 years. Big difference. Also depends somewhat on the child. My 4 year old I'd be fine doing that with. 2 hours goes quickly. Most kids are tired after nursery anyway. So bit of cbeebies and quiet playing and 2 hours done.

I'd just schedule my more complex activites for time when they're not here and keep the mundane stuff for the 2 hours they are.

I'd never have been able to do that easily though with an under 2.5 year old.

As a manager i'd be reluctant to agree it as daily occurance. A couple of days a week sure but everyday makes it difficult to arrange meetings etc. I'd also want a trial of it And be monitoring output during that period. Would also very much depend on the employee and the childs age!

Agree not with a nursery age child.

If child is in bed, with other parent, with another carer fine. If not, sorry, that's not fair on anyone involved.

Depends on the age of the child.

Pre-schoolers are unlikely to be able to entertain themselves for 2 hours whereas a primary child, especially later primary child can.

So, is this because the nursery closes at 3? Can they adjust how they work their hours instead - shorter lunch break, earlier start?

Fair is an odd choice of word. Fair to who?

Fair to the child isn't your concern. You need to make a business decision.

Fair to other employees - it doesn't effect them one way or the other unless you're worried that everyone will want to do it.

Fair to the company - if the work is done to the same standard as it was before then it makes no difference.

Fair to the employee - if it makes being a working parent easier and she can get the work done then I think it's fair to at least give it a trial.

I think the only real issue you should consider is whether the employee remains productive in the wfh hours. If she can then the issues about how she manages that is for her to worry about. Pp commenting on the situation for the child really are overstepping the mark of what you need to be considering from a work pov. Ime, employees who are accommodated around issues like are usually highly motivated to maintain productivity and standards and if you can't, you have a way out. It's up to her how she manages her household in this time and if she can do it, let her. She might have any number if wats of accommodating all this that PP have zero awareness or insight into.

It's meant to be flat no where I work for nursery age children , they need to pay for more hours childcare. Children 8 + in the holidays is fine. New member of team does not agree, and her 2 year old is always at home while she works as she won't pay for nursery. It has not gone down well with rest of team and is causing an atmosphere. I would be careful with trial runs as usually once something is started it's hard to stop, also will you then have to offer this trial to all employees current and future so it's fair?

They won't be able to schedule their work like that unfortunately. It depends what comes in when

Nursery no, absolutely not. KS2 if the child is able to entertain themselves, but lower primary and nursery no, from your point of view it's not good for business needs so just focus on that, child's welfare won't be your purview.

Every flexible working request gets a trial. I am erring towards just rejecting it. I have other team members (you may have guessed I'm new to this position!) Who have altered their hours to start early and then finish before school pick up and I agree they'd possibly want to change their hours too

Yeah that's what I'm not sure about. It would mean they were unavailable for meetings during a couple of hours at the end of the day but if that affects their progression etc that's up to them? Or would I have to be careful and arrange outside those hours?

I've managed an hour here or there where DH is late back from work or DC needed to be picked up sick. But I manage as my role isn't customer facing, my desk is in the living room and DD is shattered after nursery so is happy to have an hour watching peppa pig with a snack. Not ideal but needs must some times. Is she thinking she will do it whilst DC naps as I've got hours in whilst DC naps before. I'd probably allow as a one off but not as a regular weekly thing.

I don't think that the age of the child is any of the companies business and I don't think it's appropriate to be asking those questions.

Whether or not she can do the work is your only concern. She says she can. Is she generally reliable?

One of the issues to be mindful of it you give an inch and they will take a mile. It's 2 hours after school then it's the school holidays they want to do it then it's when they are off sick for a week. Other staff will hear about it and not be happy or they will also want to do it.

I WFH with a 10 and 8 year old and it's ok but even they want my attention and it can be hard. I've started going back in the office now because it's easier.

I think employers making policies based on the age of a child at home are massively overstepping. I'd be pushing back hard on any employer thinking they have the right to decide a policy for me based on the age of my child and whether or not they felt they could have managed their own child at that age. The only the employer has a right to make criteria on would be my contribution amd productivity.

It will set a precedent if you agree to this I would think. I can't see how anybody can work properly with a child under 6 or 7 needing their attention.

I would consider how other employees will feel about this. It could be quite damaging for the team morale if other people are paying childcare costs to enable them to work but this colleague is being allowed a special deal where she can earn without paying for childcare. It’s not fair on others and if you allow it for one, you have to allow it for the rest.

Rather unfair, me thinks.

yes maybe she's thinking of her child now but the change in contract would cover forever!

Good point. Well made.

"It would mean they were unavailable for meetings during a couple of hours at the end of the day"

That's a valid concern. Stick to business pros and cons, not personal pros and cons.

Yes was the top performer before going on mat leave. Keen to keep her if I can.

Ok thank you. I'll write a list.

Thanks so much everyone. I know even if I did sign it off the big boss might not. I want to give her a fair chance but I appreciate I might have to say no here and risk losing her.