Easing back to work with social benefits

September concentrates expenses, routine changes and stress peaks for families. Companies can make a difference by combining organisational flexibility (teleworking, working hours, reduction of working hours) with social benefits and flexible remuneration as Childcare Ticket, The EU's economic and social policy is a key element of a sustainable and orderly return to the EU.

Find out in this article how to help your teams get back into the family routine after the holidays.

Getting back to the family routine after the holidays: why September is so demanding

The combination of the end of the holidays, the return to school and the readjustment of rhythms turns September is a particularly sensitive month for many working people with children.. Among the main challenges:

• Increased expendituretuition fees, materials, uniforms, canteen and, where appropriate, kindergarten.
• Complex daily logisticsThe following are some of the things you can do with your child: going to and from school or the nursery, activities, medical appointments.
• Reordering routinesAfter the summer, it takes time to get back to your schedule and habits.
• Emotional impactThe adaptation of children (and grown-ups) requires leeway and understanding.

For the company, this translates into mental workload peaks that can affect productivity, climate and commitment if not well monitored.

Back from holidays and family reconciliation: the role of the company

A policy of effective reconciliation of work and family life is a framework of trust and flexibility that adapts to different needs. Some measures with immediate impact:

Telework (total or partial)

• Hybrid weeks that alleviate travel and manage unforeseen events.
• Clear commitments on tools, targets and response times.

Time flexibility

• Input/output windows and coincidence bands for meetings.
• Bank of hours or “conciliation credits” for one-off transactions.

Reduction of working hours (temporary or structural)

• Well-communicated options and streamlined application processes.
• Equipment coverage plans to avoid overloads.

Golden rules for managers

• Avoid meetings too early or too late.
• Publish the back-to-school calendar in advance and adjust sprints.
• Measuring by results, not by presence.

Specific financial assistance

• They alleviate the financial pressure on families at key moments such as enrolment in nursery school. Bonuses, internal subsidies or social benefits such as the childcare voucher reinforce corporate commitment and send a clear message: the organisation understands the effort involved in reconciling work and is committed to tangibly supporting its teams.

Social benefits and flexible pay: financial relief for working families

The flexible remuneration allows part of the gross salary to be spent on products or services with tax benefits, The company's policy and regulations are in accordance with the regulations in force.

In this context, Edenred Nursery is a key ally for families with children in early childhood education (0-3 years) in approved centres.

Why offer Edenred Childcare?

• Economic relief: the childcare vouchers contribute to mitigate one of the most relevant expenses of your teams' family life.
• Simplicity implementation and operationalThe company channels the benefit and the person uses it in an agile way during the whole school year.
• Better planningrecurrent and predictable payments month by month.
• Well-being and focusless financial pressure, more capacity for family organisation.

Discover all the reasons to implement Edenred Kindergarten in your company!

Value of Edenred Childcare for the company

• Employee value proposition more solid and personalised.
• Attraction and retention of talent at sensitive family stages.
• Climate and commitment: calmer, more productive and loyal teams.
• Cost efficientFlexible remuneration, if well implemented, optimises costs for both the family and the company.

Fringe benefits for a more bearable September

Although the childcare voucher is one of the most valued supports for families with young children, its impact can be multiplied if it is accompanied by other high-use social benefits in September. The return to routine also means more travel, new needs for food away from home, investments in training and, in many cases, an increase in the stress associated with readjustment.

In this context, transport subsidies - such as the Edenred Mobility - make it easier for workers to resume their daily commute with less cost and greater convenience.

In addition, the Ticket Restaurant or access to company canteens contribute to maintaining a balanced diet during the working day, while easing the logistical burden on families who already spend considerable time organising school menus and routines.

Another fundamental pillar is the training. September is often a month when projects are taken up again and new goals are set. Offering opportunities for upskilling o reskilling through learning platforms or agreements with educational centres not only favours professional development, but also reinforces the commitment of the workforce to the organisation.

Another fundamental pillar is the health. More and more companies are incorporating into their benefits plan the possibility of access to a private health insurance that offers complete coverage adapted to the needs of each family. This type of service is particularly valuable in September, when teams return to work and the number of medical consultations related to routine check-ups, vaccinations or post-summer check-ups increases.