What Employers Share on MumStamped
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Introduction
We ask the questions that matter most to working mums. The ones that often go unspoken but make the biggest difference in real life.
Our 10-question format gives you real answers on everything from school run flexibility to career progression after maternity leave. Each response offers clear insight into key areas such as flexibility, inclusion, culture, pay and support. It’s about transparency, not just policy talk.
We do not expect employers to have everything perfect. We give them space to be honest and show where they are trying to improve.
Below is a real example of how one employer has responded to our questions. It gives a clear picture of their approach to flexibility, parental support and workplace culture.
If you would like to explore more industry examples or have any questions, please contact us at info@mumstamped.co.uk.
What flexible working options do you offer to employees?
We offer hybrid working to all employees, with two days a week in the office and three days remote. We also support adjusted start and finish times where possible, depending on client needs.
Do you offer flexibility around school runs or family commitments?
Where client demands allow, we are happy to adjust start or end times to help with school runs or appointments. These arrangements are usually agreed informally with line managers.
What steps do you take to support employees returning from maternity leave or extended family leave?
We stay in touch during leave and offer a phased return where needed. Returning employees have a meeting with their manager to review workload and priorities. We aim to reintroduce people gently and at their own pace.
How do you ensure that employees who request flexible working hours or return from maternity leave are not passed over for promotions or career opportunities?
Career development is based on performance, not working pattern. Flexible and part-time employees are considered for promotion in the same way as full-time staff. We currently have members of our senior team who work flexibly.
What steps do you take to tackle office politics or biases that may affect employees working flexibly?
We encourage managers to lead by example and openly support flexible working. All employees are included in team updates, socials and recognition. We are moving towards measuring success based on outcomes, not visibility.
How does your company ensure equal pay for all employees, regardless of gender, parental status, or work setup?
We conduct yearly pay reviews and benchmark roles externally. Salaries are based on role and responsibility, not on when or where someone works.
How do you keep flexible workers engaged and connected with the team?
We hold regular team check-ins, monthly meetings and social lunches. Our internal systems make it easy to keep in touch day to day, whether you are in the office or remote.
How do you create a culture that supports working parents, including attendance at family events?
We understand that life happens. Employees can take annual leave or make up hours to attend school events or respond to childcare issues. Managers are expected to support flexibility in these situations.
How do you handle situations where a flexible working request is rejected?
Requests are always considered fairly and discussed with the employee. If a request cannot be approved, we explain the reasons clearly and explore whether an alternative option could work.
Additional Comments:
We are working to make our policies more inclusive for all parents. We now offer two weeks of fully paid paternity leave and six weeks of full pay at the start of maternity leave, followed by the statutory amount. As a team, we look out for each other and are always trying to be more forward thinking when it comes to work and life outside the office.