However, part-time employees have unique needs when it comes to employee care
While demonstrating care can be transformational for the workplace, many employers struggle to deliver care effectively — particularly to part-time employees. And, on average, part-time employees are 10% less likely to feel cared for than their full-time colleagues.
However, employers have several opportunities to care for their part-time workers more effectively. And our research has identified three strategies to help.
1. Extend more benefits to part-time employees, when possible
Wellness programs and benefits play a central role in the employee experience, helping support each aspect of employees’ holistic well-being. While it may not be feasible to offer “full-time” benefits to part-time employees, consider allowing part-timers to purchase additional benefits to boost benefits satisfaction while managing costs. When expanding access to benefits, focus on options most likely to support part-time employees’ needs for flexibility. Paid leave, in particular, is top of mind. While 61% of part-time workers point to paid leave as a must-have benefit, only 30% say they’re offered paid leave through their employer. By allowing employees to purchase their own paid time off, for example, employers can meet their workers’ needs for flexibility while managing costs.
2. Tailor benefits communications to part-time employees’ concerns
Even when part-time employees are offered wellness programs and benefits, they’re significantly less likely as compared to the full-time workers to use them. Part-time employees whose benefits allow them access to financial planning workshops and tools, for example, are still 23% less likely to access this benefit than their full-time colleagues.
Employers have an opportunity to bridge the “awareness gap” through tailored benefits communications. Craft communications that highlight which benefits and programs are available to part-time employees, so employees understand the options available to them and what each such option offers.
In addition, employers should drive home the real-life impact of each benefit with illustrative examples tailored to address part-time employees’ concerns — for example, how benefits can enable employees to manage their work-life balance, or facilitate caretaking.
3. Create a supportive, flexible workplace culture
Flexibility is also a central component of the employee experience. Nearly half of part-timers say they flocked to part-time work for the increased flexibility it provides — yet only 60% say they’re satisfied with the flexibility currently offered by their employer.
However, organizations that excel at flexibility reap significant benefits: