Returning from parental leave can be a massive struggle for families. The “80 for 90” policy – short for working 80% of hours at 90% of pay – allows new parents to return on 80% of their contracted hours, while receiving 90% of their pay, until their child turns two.

This phased return helps parents stay productive while managing increased caregiving responsibilities. It boosts morale, improves retention, and eases pressure during a child’s most critical developmental stage.

Why it works: Shorter weeks can lead to higher efficiency, lower absenteeism and minimal impact on output – all while giving families more time together during the most formative years of a child’s life

This simple policy gives working parents two additional hours a month for important family moments – from settling a child into nursery to attending a school event or appointment.

It requires no complex systems or major costs, but sends a clear message of trust, responsiveness and support.

Why it works: This low-cost flexibility tool builds engagement and loyalty – especially valued by parents and carers of under-fives.

Many workplace policies only cover traditional parents – but family structures are more diverse than ever. Extend your family-related benefits to kinship carers, non-biological parents, and non-traditional caregivers.

Inclusive policies reflect the real lives of your workforce and ensure that no employee has to choose between caregiving and staying in work.

Why it works: Recognising the full spectrum of caregivers fosters equity, improves retention, and reflects the realities of a modern, diverse workforce.