Support Measures

In an effort to overcome the obstacles that face workig mothers, the differnt goverments, NGOs and also biger companies rolled out a range of programs to support working mothers.

Our goal in the project HAVING IT ALL is to do a review of the legislation and best practices in the field of employment of women with families and children, return to work after maternity leave, long illness, disabled women and women from minority groups. A review will check already conducted research and best practices in Slovenia, other countries in the EU, U.S. and elsewhere. In the context of the review we are going to prepare a model for coordinating work and family life of working women, we will indicate minimum 15 measures and prepare a set of top 5 measures.

With this project we are working towards implementing reforms to support women out of the workplace to become job-ready, supporting small business to generate more jobs and increase women’s employment.

Here’s an overview of the top 5 choosen measures, how they work and who they’ll benefit from them.


Selected support measures


1. Flexible working time

Description of the support measure:
The measure is a special form of flexible working time. It is intended for managing and adapting working time to the extent of work within specific areas of work. The measure operates in three sets of working hours:

  • Green area of ​​working hours (employees have free choice of arrival and departure in the selected area): 7-8h and 14-17h
  • Yellow area of ​​working time (employees have the option of choosing limited in agreement with the manager): arrival at 6h and departure after 17h
  • Red area of ​​working time (employees have no choice in this area): compulsory presence between 8-14

The selected area is customized to suit the individual company. It is recommended to split the working hours into the three areas described above. The proportional part of the flexibility of arrival and departure is set in an agreement with the manager, the measure should be also available to part-time employees.

Benefits of the support measure:

  • better balacing professional and family responsibilities
  • reduce the stress and sick leave of employees
  • greater satisfaction and productivity of the employees


2. Time account of working time

Description of the support measure:

The overtime worked (hourly rate) is recorded as time balances or as working hours. The extra time can be used by employees for paid absences from work in accordance with a prior agreement with the manager and a protocol on the use of credit / surplus hours, including as a whole-day absence. Employees can transfer hours of money from month to month, up to three months, then the balance over a certain amount is lost. Of course, the individual hours are adjusted to the needs of individual companies.

Benefits of the support measure:

  • easier coordination of the workload and the right to use the credit
  • greater employee satisfaction


3. Child time account of working time

Description of the support measure:

This support measure gives employees with children some extra free days, because their situation request some extra free days to better balance the family responsibilities. Parents receive an additional free working day for the first school day of the child in the first grade of the primary school and an additional free working day for the information day when they go to high school. In the week when the child is introduced into a kindergarten, a flexible workday schedule with a reduced time attendance is offered.

Benefits of the support measure:

  • motivation for work and belonging to the organization increases
  • reduces the distress and stress of employees in important children’s daily lives
  • strengthening the value of a “family-friendly enterprise” within the company


4. Organizations Must Examine Their Deeply Embedded Assumptions

Description of the support measure:

Greater equality in the workplace will not occur unless organizations examine their deeply embedded assumptions about gender, work, and success. Most organizations manage flexible work arrangements on an individual basis and if employees takes advantage of this, they are often stigmatized. For example, if a working mother is granted permission to work from home a couple days per week, she might be stigmatized and stereotyped as a working mother who does not put in the same amount of working hours as her peers at work. If flexibility at work can be thought of systematically and collectively instead of individually, then the stigma can be lessened. Furthermore, the ideal worker is a masculine concept, which connects time at work with productivity and continuous availability. In order for there to really be gender equality at work in policies and procedures, this notion needs to be challenged. Women continue to be disadvantaged because the underlying assumptions that form the practices and policies of organizations and institutions favor men and their life experiences.

Benefits of the support measure:

  • greater employee satisfaction
  • more efficient management of family responsibilities
  • promote gender equality


5. Provide Predictable Work Hours

Description of the support measure:

Sounds simple, huh? But for hourly workers, being inconsistently scheduled is a source of enormous stress and household instability, causing everyone to scramble to make arrangements for children. The best companies that employ hourly workers know that plenty of planning for schedules is a key benefit for their employees needs.

Benefits of the support measure:

  • helps employees planing their family responsibilities
  • improves the balance betwen family and work