Jollyes extends parental leave policy
Jollyes has also pledged to guarantee any ex-servicemen and women who apply for a role an interview through its new partnership with the Armed Forces Covenant
Jollyes has announced that employees will be entitled to enhanced paid maternity leave of six months, up from six weeks, as part of improved support for its staff.
Alongside this, paid paternity leave will double to four weeks, up from two weeks.
Furthermore, the retailer has introduced fertility leave for two days of each IVF cycle, alongside neonatal leave and baby loss leave.
Away from parental issues the retailer has teamed up with financial wellbeing app WageStream to enable employees to financially plan.
As a result staff will be able to see upcoming payments ahead of time and draw payments in advance when necessary.
Jollyes has also partnered with The Retail Trust to launch its Happiness Dashboard.
Employees across the business will have access to a personalised dashboard with tips and tools to help ‘find their happy’ at work.
Jollyes will also receive anonymised data from colleagues who complete a short survey, which will give the business a clearer picture of the benefits that most resonate for employees.
Finally, Jollyes has teamed up with a number of organisations to help broaden the range of people who have the chance to build a career.
This includes over-50’s recruitment platform Rest Less, and Fair Chance Business Alliance, which specialises in securing roles for people with criminal records.
Jollyes has also pledged to guarantee any ex-servicemen and women who apply for a role an interview through its new partnership with the Armed Forces Covenant.
Claire Goldenberg, people director, said: “The early response from Jollyes employees to our enhanced parental policies has been fantastic – with the introduction of baby loss leave particularly striking a chord.
“As a working mum myself, it was very important to me that Jollyes parental policies stood alongside the best in the industry. We are committed to our goal of being one of the best employers in retail. That’s why we wanted to ensure our parental policies was one of many reasons our people would want to build a long-term career with us – not the other way round.”
