The Unexpected Things That Support Parents at Work | With Katie Guild
Notas do episódio
Most employers assume supporting working parents comes down to pay, but when Nugget Savings surveyed parents about positive leave experiences, money came up only 30 to 40% of the time. In this episode, co-founder Katie Guild explains what makes the real difference: an enthusiastic welcome back, a clear plan for keep in touch days, and flexible working for parents that doesn't need a big budget. You'll hear why contacting staff on leave isn't illegal, where parental leave policies like enhanced pay and clawbacks can backfire, and what the changes to maternity and paternity leave will and won't do. It's practical, low-cost advice for small businesses without an HR team.
Key Takeaways
- An enthusiastic welcome back costs almost nothing and matters a great deal. Printed photos of the kids on the desk, a card and genuine questions about how the juggle is going all help. No acknowledgement at all can feel cold and isolating, especially after a year of silence.
- It isn't illegal to contact staff on parental leave. Many employers think it is. Ask before they go what level of contact they'd like, then check in again after a couple of months, because how people feel often changes. And do invite them to the Christmas party.
- Pay matters, but it isn't the whole story. In Nugget's survey of positive parental leave experiences, money came up only 30 to 40% of the time. Communication, flexibility and reasonable adjustments for pregnancy count for a lot and cost little. A knowledge gap on maternity pay, including the fact that small businesses can reclaim statutory pay, often creates the tension, so lean on your accountant or payroll provider early.
- Plan keep in touch days rather than ad-libbing them. Decide whether it's a social catch-up or a working day, and say so upfront. Using one near the end of leave to catch up on changes, and to discuss flexible working, beats an unplanned chat when someone is holding a baby and isn't being paid for their time.
- Enhanced pay with a clawback is better than no enhanced policy, but watch the length. Clawbacks are typically three to six months, and the longest Nugget has seen is two years. Add a qualifying service period and it becomes a "double handcuff", so review it as you grow. Low pay is also why a third of dads don't take their full paternity leave, so making it a day-one right will help some people but not most.
Timestamps
[00:55] The simple power of a warm welcome back[03:32] Why contacting staff on leave is fine[06:30] Maternity pay knowledge gaps[11:10] Making keep in touch days work[17:22] Will day-one paternity leave help?[21:09] Enhanced pay and clawback clauses[25:44] A child sickness policy for parents[32:53] Three things small businesses should do
Resources Mentioned
- Nugget Savings (nuggetsavings.com) — Katie Guild's company, with a section for small businesses on supporting working parents, plus masterclasses and corporate memberships for larger organisations
- Nugget Savings on Instagram and TikTok — where Katie shares advice and where parents ask questions
- Nugget's database of UK parental leave policies — described as the UK's biggest
- Working Families research — cited for the gap in understanding of how maternity pay works
- UK family leave reforms, including day-one paternity leave and the bereavement leave changes — discussed for their likely impact
Katie Guild is co-founder of Nugget Savings, which helps a community of nearly 300,000 parents through the money side of maternity, paternity and parental leave and has built the UK's biggest database of parental leave policies.
Sarah Ropek has written a book. HR That Nobody Notices is aimed at businesses employing between one and 50 people, and it is out in November. To be first to hear when it lands, sign up to the email list: hrthatnobodynotices.co.uk