Employers and lone parents can be flexible friends

Far more lone parents could greatly help themselves, their children, employers and the taxpayer by entering work. The Work and Pensions Secretary, John Hutton, is therefore fully justified in stressing both the benefit rights and job search responsibilities of lone parents. But in addition to highlighting issues around welfare reform and child care provision it is also necessary to stress the advantages of flexible working to employers and lone parents alike, says Mike Emmott, CIPD Employee Relations Adviser, at the Chartered Institute of Personnel and Development (CIPD).

Mike Emmott comments:
ìA substantial rise in the employment rate of lone parents has been one of the great success stories of the Blair government. But international comparisons show that there is scope to do much better. Tougher benefit rules encouraging lone parents to take more opportunity of available child care provision to fill vacancies would help increase the number of lone parents able to enter the jobs market. However, the ability of hard pressed lone parents to hold down jobs and perform well in them also depends crucially on the availability of flexible working options.

ìRising employment rates for lone parents show that they are capable of meeting the needs of employers. And CIPD surveys indicate that employers who adapt work practices to meet the flexible working needs of lone parents value the contribution of lone parent staff. When it comes to job performance, employers and lone parents really can be flexible friends.

ìTo maximise this contribution employers should be encouraged to do more to design jobs in ways that meet the needs of lone parents and offer all lone parents in employment the opportunity to request flexible working. However, if ministers decide to apply tougher benefit conditions to lone parents with school age children they should also extend the legal right to request flexible working from their employer to these parents (which currently applies to all parents with children aged under six or disabled children aged under 18, and from April will be extended to workers with elder care responsibilities). The stick without the carrot approach will be less effective.î