Contact Energy "at the forefront of the flexible work revolution".
This opinion piece from Mike Fuge, CEO of Contact, is the third in a series of eight looking at improving outcomes for Aotearoa. Today: workplace wellbeing.
Mental health, stress, and work-life balance – the three biggest workplace wellbeing challenges Kiwi employees are currently facing.
These challenges are exacerbated for working parents, who juggle the demands of work while taking on the biggest role of all – raising a child.
Average Kiwis spend a third of their life working. So why isn't more being done to make one of the biggest parts of our lives a better place to be?
Work has a big impact on home life, particularly now as the Covid-19 pandemic thrust the majority of employees into work-from-home environments – many for the first time. With work and home life more interconnected than ever, it's vital employers step up and ensure employee wellbeing is a priority.
That's why Contact has just announced one of the most comprehensive and far-reaching parental leave benefits in Aotearoa – topping up primary carers on parental leave to full salary for 26 weeks, adding another 10 days of leave to cover specialist appointments on top of sick leave. It also provides a $5000 koha to help cover childcare on their return to work, giving new whānau three months' free power as part of our of Fourth Trimester initiative, and support through mental health and wellbeing providers, Clearhead.
Returning to work after having a baby can be an especially stressful time for new parents. So we're offering those returning from parental leave a flexible return to work, with an option to work 80 per cent hours at 100 per cent pay for six months. Secondary caregivers are also receiving increased benefits, with four weeks of additional leave to get to know their new whānau member (which they can use over 13 months).
On top of this, Contact will continue to contribute 3 per cent to employees' Kiwisaver while on parental leave, working to address the retirement savings gap, disproportionately affecting women in Aotearoa. Currently, the average Kiwisaver balance is 20 per cent lower for women than men – we want to be part of the solution to improve this.
Contact finance manager, and second-time parent-to-be, Jordan Dodwell says the new policy takes the pressure off when planning for the new addition: "Normally we would start cutting any unnecessary costs and often that's support. But now we can look at what support we can get to help us through the first few weeks and months, and that's going to make a huge difference."
Not every employer can afford to offer parents' options this extensive, but we hope it inspires those who can take a step up – and hope smaller businesses can consider the changes they can make to improve parents' wellbeing in the workplace.
To prioritise wellbeing, we provide each and every employee with an annual $400 wellbeing payment to spend on whatever makes them feel well – whether that be a gym membership, improved work-from-home set-up, or even a massage to feel rejuvenated.
The way our employees work has changed significantly over the past few years. Gone are the days of mandating employee time in the office. Our teams can work where suits them best, whether at home or at the office.
If it works for the employee, works for the business, and works for the customer, then it works. We want to be at the forefront of the flexible work revolution and let our employees decide where they perform best.
Earlier this year, we became the first company in the world to introduce the Wellbeing Tick – a workplace accreditation programme for organisations committed to the wellbeing of their people.
When our team's wellbeing is prioritised, they can bring their best selves to work and continue working to improve outcomes for Contact customers, Aotearoa, and the planet.
To find out more about Contact's commitment to employee wellbeing, click here.