Younger generations are significantly more likely than older adults to value workplace flexibility during a separation or divorce, new research suggests.
A survey by Ellisons Solicitors of 349 adults across Essex, Suffolk and Norfolk, found more than half (54%) of respondents aged 35 to 54, and almost half (48%) of those aged 18 to 34, said employers should offer flexible working arrangements to employees experiencing the end of a relationship, compared with 34% of people aged 55 and over.
Almost half (47%) of respondents aged 35 to 54 supported paid leave to attend mediation, court hearings or deal with childcare commitments, compared with less than a quarter (24%) of over-55s.
Support for access to mental health support was also markedly higher among younger age groups, with 44% of 18 to 34-year-olds and 43% of 35 to 54-year-olds in favour, compared with 24% of respondents aged 55 and over.
Only one in ten respondents (10%) under the age of 55 believed employers should have no additional role in supporting staff through separation or divorce. Among people aged 55 and over, that figure rose to 26%, however.
Lisa Dawson, partner and head of family at Ellisons, said: “For many people, separation comes at one of the busiest stages of life. They’re building careers, raising children, paying a mortgage and trying to keep everything moving at the same time.
“It’s understandable that flexibility and support at work are valued during those periods. These findings suggest expectations of the workplace continue to evolve. A little understanding at the right time can make a real difference to someone navigating one of life’s biggest challenges.”
Jonathan Insley, partner and head of employment at Ellisons, said: “Expectations of the workplace have evolved considerably over recent years. Employees increasingly value organisations that recognise people don’t leave their personal lives at the door when they come to work.
“That doesn’t mean every employer needs new policies or formal processes. Often, it’s about creating a culture where managers feel confident having conversations, listening to what people need and responding with empathy and common sense. That’s likely to benefit both employees and employers alike.”
