Guess what... life is messy. People aren’t robots who clock in, perform at maximum efficiency, and go home to an uncomplicated existence (I wish). Real life means juggling work, kids, illness, caring responsibilities, personal crises, and the unexpected curveballs that come with being human. And yet, many workplace policies seem to be designed forgetting this!
Good policy should support the reality of people’s lives, not ignore it. So here’s how employers can make policies that actually work for their teams, and why it’s not just good for the team, but for your business too.
Parental Leave: More Than Just Time Off
Having a child, whether through birth, adoption, surrogacy or even fostering (speaking from personal experience!), is a major, life-changing event. And yet, despite legal protections, many workplaces still treat parental leave as a begrudging concession rather than a fundamental necessity.
Raise your hand if you've ever overheard people moaning about someone 'coming back to work and then going straight off again' or 'milking the system' because they took what they were entitled to. Jees. Some people have more than one child. Some people take as much time off as they are entitled to. Some people want (or need - thanks cost of living!) to come back part time. Get over it.
What good parental leave policy looks like:
Actively encourage employees to take the full leave available if they want to (without guilt, subtle pressure, or career penalties).
Remind individuals of how they could come back sooner but remain off by using leave to bridge the gap between any time they are entitled to full pay and when they drop down the measly (cue need to government reform!) statutory pay. Everyone's financial situation is different, and many come back to work sooner than they wanted due to monetary pressures.
Recognise that staff of any gender may be taking leave—support fathers, non-birthing parents, and adoptive parents just as much as mothers.
Make returning to work flexible—phased returns, part-time options, and hybrid working should be the norm, not the exception.
Offer real support on return—mentorship, coaching, check-ins, and workload adjustments help ensure a smooth transition.
How to make it happen: Let's be honest, we all know statutory maternity and paternity suck. If you can , many employers are now extending maternity to at leave 6 months at full pay, and parternity leave should be more than your standard 2 weeks, cause.... really?! Even small businesses can provide staggered returns or job-sharing options to ease the transition.
On a personal note, please also look at what you are calling leave and ensure there is appropriate, inclusive wording . I really didnt appreciate having to take 'paternity' leave (see definition of paternity: state of being a father).
Caring Responsibilities: The Overlooked Workforce Reality
It’s not just parents who need support. Millions of people care for aging parents, sick partners, or disabled family members (often alongside full-time jobs).
Too many companies ignore this reality, forcing employees to either struggle in silence or leave altogether. The result? Burnout, absenteeism, and lost talent.
What good carer-friendly policy looks like:
Flexible working hours and remote options—so people can attend medical appointments or manage emergencies without stress.
Carer’s leave—paid time off for employees who need it.
An open, supportive culture—where employees don’t fear judgment for balancing work and caregiving.
How to make it happen: Legally you now have to offer two weeks of unpaid carer's leave, but even a simple initiative like allowing employees to swap shifts, work from home or adjust start times can make a big difference.
Life Happens: Illness, Burnout, and the Unexpected
People get sick. Their mental health fluctuates. Sometimes, life throws a crisis their way. Rigid, punitive absence policies make these situations worse, not better. Employees end up dragging themselves to work unwell, making mistakes, spreading illness, and ultimately burning out.
What good sick leave policy looks like:
Ditch the culture of presenteeism—people should feel safe taking time off when they need it.
Normalise taking mental health days—they are just as valid as physical health issues.
Support phased returns—people coming back from long-term illness shouldn’t be expected to jump straight back into full workloads.
Focus on wellbeing check-ins rather than punitive ‘strike’ systems—checking in with employees about their health and needs fosters trust and allows for early intervention before problems escalate.
How to make it happen: Leadership should model responsible use of sick leave, and managers should prioritise wellbeing conversations over rigid policies,. Encouraging employees to actually use their sick leave sets a positive precedent.Regular check-ins, anonymous feedback mechanisms, and flexible return-to-work plans can help create an environment where employees take the time they need without fear of repercussions.
The Myth of the 9-5 Desk Prison
There’s an outdated belief that the best workers are those who sit at a desk from 9 to 5, barely blinking. But research says otherwise. Studies show that taking breaks, moving around, and working flexibly actually increase productivity.
A Stanford study found that overworked employees are less productive than those who take regular breaks.
Research from the University of Illinois shows that brief diversions improve focus and performance.
Walking meetings, flexible schedules, and hybrid work options boost creativity and efficiency.
How to make it happen: Encourage employees to take a daily walk or offer ‘focus hours’ where meetings are banned so deep work can flourish. Even allowing employees to set their own schedules within reason can lead to better results.
That won't work because...
I know what you’re thinking—what about the people who take the piss? The ones who abuse flexibility, take endless sick days, or just don’t perform?
The key here is managing outcomes, not hours clocked in. When people are trusted and supported, the vast majority repay that trust with commitment and hard work. But for those who consistently underperform, the solution isn’t stricter policies that punish everyone—it’s good management. Set clear expectations, check in regularly, and have honest conversations about performance. If someone isn’t meeting their responsibilities despite reasonable support, then it’s a performance issue, not a policy problem. Strong leadership, accountability, and a focus on results will always separate genuine need from slacking off.
If you’re ready to create policies that actually work for real people—and, in turn, boost retention, engagement, and productivity—let’s talk. We can review your existing policies and make quick, cost-effective suggestions for improvement. Or, if you’re looking for a full transformation, we can manage a complete overhaul, including staff consultation and board engagement, guiding you from the first conversation to final approval.
Get in touch, and let’s build a workplace where people thrive.
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