We're one week into the Summer Holidays and our feeds are full of posts on the topic - from already exasperated parents to incredible examples of flexible working to help parents navigate the summer vacation.

We have years of experience stirring the 9 to 5 pot by encouraging businesses to embrace #flexibleworking - showing them the benefits including the wealth of talent they can attract by flexing their working patterns.

And so, with that in mind, we bring you nuggets of flexi summer holiday guidance to get you all through the summer holidays.

Keep the conversation open – first and foremost keep up that two-way dialogue. Whether you already work flexibly or need to adapt as you’re new to having parents with young children on your team, having honest conversations about expectations and needs is essential. We might already be in the holidays but it’s not too late to have that conversation if you need support.
Flex the 9-5 – If you’re not already doing it, offer or request to adapt your working week. This doesn’t have to be a drastic request to work lounging on a beach in the Bahamas (though what parent wouldn’t enjoy that?!). It could be a change from a standard five day week to a condensed 10 hour 4 day week, it might be working from home 2 days a week, or asking for fully remote working for just the summer holidays. Both the employee and employer need to be adaptable to find what works.
Trust – we hear this a lot from companies who haven’t embraced flexible working. “How can I trust my employees to do their work if they’re not in the office?”. Now, unless you’re watching their every move when they’re in the office you have trust they’re doing their job when they’re there, right? Same applies. But if you’re concerned or as an employee you like to be able to check in regularly with your manager and team to discuss progress, look to change the way you communicate – regular sales update check ins, data from software you use to do things remotely and, well, see point one! (Check out this interesting article from McKinsey on how to lead in a Hybrid Environment)
Office childcare / Kids in the Office – now we know this isn’t something every organisation can do but if you can, could you give it a go? It could be one off events/bring your kids to work days (see Oxford Business Park’s Petting Zoo). Or, you could go the whole hog like Lego who are allowing parents to bring their little ones into work for the summer with a dedicated booking system and special lunch price in the office canteen.
Think long term - cobbling your way through and know your current arrangement just isn't right for summer holidays to come? There are solutions. Some companies can offer annualised hours where the work can be all be done during term time. Others recognise that work quietens during August so do, or are, considering closing for the month. Could your company offer a permanent role on a 10 months a year basis? Although rare, sometimes term-time only jobs are an option too.

An overwhelming amount of studies have shown that embracing flexible working can improve employee satisfaction and often increase productivity. There'll also be one very grateful (and likely rather exhausted) parent on your team come the mid-September!

If you're an employer and need help implementing flexible working, give us shout (email helen@923jobs.com or take a look here). If you're a driven, professional looking to make a move to an organisation who already sees the benefits flex can bring, register with us (www.923jobs.com/register)

This list is by no means exhaustive and so we’d love to know how you, as employers and employees have adapted to work alongside the summer holidays?

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NB. We understand there are fundamental issues with access to childcare (both affordable childcare and the existence of summer childcare in some areas), the pressure put on parents during this time (particularly mothers and single parents or carers) and rights around holiday entitlement. We'd recommend looking at the debates and campaigns the brilliant Pregnant then Screwed and Anna Whitehouse of Mother Pukka plus The TUC are having and pushing forward to break down barriers in this area.