Running a business while raising small children is a challenging but rewarding journey. As a mother of two small boys and the founder of Postboxed, a UK-based curated gift box service, I, Liza, have firsthand experience navigating the complexities of balancing entrepreneurship with parenthood. This blog post delves into my journey, examines the current childcare options supported by the UK government, highlights the significant gaps in support for working parents, and provides a detailed overview of maternity pay and leave for both employed and self-employed mothers. We'll also critically assess the government's approach to supporting working parents and explore how these policies impact families.
My Journey with Postboxed and Parenthood
Starting Postboxed was a dream come true, but it also presented a unique set of challenges as a mother of two small boys. Managing a business requires flexibility, meticulous planning, and resilience, especially when juggling the needs of young children.
To maintain a balance, I often work during my children's nap times, after they go to bed, or early in the morning before they wake up. Flexibility is key, allowing me to be present for my children while keeping my business on track. However, this constant balancing act highlights the inadequacies of the current support systems for working parents in the UK.
Government-Supported Childcare Options in the UK
The UK government provides several childcare options to support working parents, but these measures often fall short. Here are some of the key programs:
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Free Childcare Hours:
- All three- and four-year-olds are entitled to 15 hours of free childcare per week for 38 weeks a year. Working parents may be eligible for up to 30 hours of free childcare.
- Criticism: The limited hours are insufficient for full-time working parents, and the availability of places is often restricted.
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Tax-Free Childcare:
- This scheme allows parents to open an online account to pay for registered childcare. For every £8 parents pay in, the government adds £2, up to £2,000 per child per year.
- Criticism: While beneficial, many parents find the process cumbersome, and the financial support still leaves a significant gap in covering the high costs of quality childcare.
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Childcare Vouchers:
- Although closed to new applicants since October 2018, existing members can still benefit from salary sacrifice schemes that save on childcare costs.
- Criticism: The closure of this scheme to new applicants limits its accessibility and benefits to a small group of parents.
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Universal Credit:
- For low-income families, Universal Credit can cover up to 85% of childcare costs.
- Criticism: The complexity and delays in the Universal Credit system often result in financial strain, leaving families struggling to afford childcare.
Despite these options, many parents, myself included, find that the support provided is often insufficient to cover the high costs of quality childcare. The reality is that these schemes seem to be designed with the expectation that at least one parent should stay at home or work part-time, which is not feasible for many families.
Challenges and Gaps in Support for Working Parents
While the government's childcare schemes offer some relief, they often fall short in addressing the needs of parents who are trying to return to paid work. The limited availability of free childcare hours and the high cost of additional hours can be prohibitive. Moreover, finding suitable childcare that aligns with work schedules can be a significant challenge.
As a business owner, my work hours are often unconventional. Traditional childcare services usually operate during standard business hours, which doesn't cater to the needs of entrepreneurs like myself who might need support early in the morning or late into the evening. This gap in support is a clear indication that the government does not fully understand or support the dynamic needs of modern working families.
Maternity Pay and Leave in the UK
Understanding maternity leave and pay is crucial for new mothers navigating the workforce. Here's how it works for both employed and self-employed mothers in the UK:
For Employed Mothers:
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Statutory Maternity Leave:
- Employed mothers are entitled to 52 weeks of maternity leave, divided into 26 weeks of Ordinary Maternity Leave and 26 weeks of Additional Maternity Leave.
- Criticism: The length of leave is generous, but many mothers feel pressured to return to work early due to financial constraints.
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Statutory Maternity Pay (SMP):
- Eligible employees receive SMP for up to 39 weeks. This includes 90% of their average weekly earnings for the first 6 weeks, followed by £172.48 (as of 2023/2024) or 90% of their average weekly earnings (whichever is lower) for the remaining 33 weeks.
- Criticism: SMP is woefully inadequate. The flat rate of £172.48 per week is far below the minimum wage, making it challenging for families to sustain themselves on one income. This low pay forces many mothers back to work sooner than they would like, often compromising their ability to bond with and care for their newborns.
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Shared Parental Leave:
- Parents can share up to 50 weeks of leave and up to 37 weeks of pay, offering more flexibility.
- Criticism: Although the concept is progressive, uptake is low due to cultural norms and the financial impracticality for many families.
For Self-Employed Mothers:
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Maternity Allowance:
- Self-employed mothers who meet the eligibility criteria can receive Maternity Allowance for up to 39 weeks. This can be up to £172.48 a week or 90% of their average weekly earnings (whichever is lower).
- Criticism: While Maternity Allowance provides some support, it is still insufficient to cover the living expenses of many families, leaving self-employed mothers in a precarious financial situation.
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Flexible Working Hours:
- Self-employment offers flexibility, but it also means the onus is on the individual to manage both business and childcare without structured support.
- Criticism: This flexibility is often a double-edged sword, leading to burnout as self-employed mothers struggle to juggle their businesses and family responsibilities without adequate external support.
The current government support for working parents, especially mothers, is fundamentally flawed. The insufficient childcare hours, inadequate financial support, and the expectation that one parent (usually the mother) should not work full-time, all contribute to a regressive societal structure. It feels as though the government is pushing for a backward society where traditional gender roles are maintained, and one parent is forced to stay at home, limiting the economic contributions and personal growth of many talented individuals.
The low levels of statutory maternity pay and maternity allowance are particularly egregious. They fail to recognise the true cost of living and the financial burdens faced by new parents. This inadequate support exacerbates gender inequality, as women are disproportionately affected by the need to take time off work for childbirth and childcare.
Conclusion
Balancing a business with raising small children is undoubtedly challenging, but it's also incredibly rewarding. My journey with Postboxed and my two boys has taught me the importance of flexibility, support systems, and self-care. While the UK government provides some childcare support, there is still much to be done to help parents, especially mothers, return to paid work without the added stress of inadequate childcare options and insufficient financial support.
As we continue to advocate for better support systems, it's essential to share our stories and support each other. If you're a parent juggling a business and family life, know that you're not alone. With a bit of planning and a lot of passion, it's possible to thrive in both roles. However, it’s also crucial to push for systemic changes that provide genuine support for working parents, ensuring that everyone has the opportunity to balance their professional and personal lives effectively.
