Case Study: Women Returners - Camelot Group PLC

Camelot has a flexible working policy open to all employees. While developing its policies, Camelot received feedback which put particular focus on women returning from maternity leave. Schemes were piloted successfully and led to other policies being introduced. The most popular flexible working tools have proved to be:

• Part-time work
• Early/late starting and finishing times
• Working from home or other office locations
• Days off in lieu

In addition a range of other work-life balance initiatives are also available:

• Parental leave
• Time off for dependents
• Career breaks
• Sabbaticals
• Assistance with health club membership
• Provision of childcare vouchers or cash equivalent
• Maternity returners bonus, payable on return to the business

Since the implementation of the flexible working project, maternity returners have increased and Camelot now have a maternity return rate of 95%. 68% of employees who return following maternity return in a part-time position, covering a variety of roles across the business.

In the latest employee survey 81% of staff thought that Camelot was one of the best companies they had ever worked for.