 | Business Sector: Insurance
Employees: 150 full time 170 part time | | | How are work-life balance issues identified?
- Usually employee’s request
- Looking at needs at different stages of life
How are work-life balance policies communicated?
- Company Intranet
- Newsletters
- Emails
- Talking to staff
What systems have been set up to review work-life balance policies?
- Monthly and quarterly analysis of labour turnover, recruitment costs, sickness & absence
- Annual survey of employees views
What arrangements have been introduced in the last 12 months?
- Homeworking extended to all departments – assessed individually
- Active Learning (Sports Council Initiative) – to improve fitness, health and wellbeing
- Work with Remploy to recruit people with disabilities
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Domestic & General Services Ltd processes applications for breakdown plans, renewals and claims, in it’s offices in Bedworth for the UK’s largest specialist provider of appliance breakdown repair protection plans. Tasks include data capture, customer accounts, claims and customer correspondence.
A unique working environment has been created where people feel motivated valued and respected. The supportive culture has helped create confident, flexible, and productive workers who are happy in their roles. This organisation has never rested on its laurels and continually looks for new ways to support its staff.
Why have work-life balance policies been introduced?
- To improve recruitment and retention
- To reduce sickness and absence
- To increase morale
- To raise productivity
- To help staff where possible
What work-life balance policies are most beneficial to the organisation?
- Part-time working
- Flexible working patterns between 6.30am and 9.00pm
- Home-working
- Enhanced maternity pay
- Childcare vouchers
- Active learning and social activities
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