Stop ludicrous “family friendly” employment policies that are costing businesses £10’s of Millions

Many business people know what a one-sided joke employment has become.  Politicians have failed to grasp the fact that introducing more legislation makes employing people, particularly Women, unviable.

When someone starts a family, it is a lifestyle choice.  Contraception and Abortion are also available as choices, if not taken – a choice is made.

A business owner pays taxes twice – personally and business-wise – including National Insurance, Rates etc so, therefore, already pays a high proportion of the cost of lifestyle choices.

Yet when someone in their employ has children already or decides to start a family, they are still expected to pay and deal with further disruption.

The following should be implemented:

People should have to answer honest questions upon interview, their childcare arrangements (including in emergencies) are totally relevant to an employer who has requirements for a vacancy.  A primary requirement will be that of turning up.

Emergency family leave should be capped to a low number of days a year, it is the responsibility of a parent to have arrangements in place to enable them to fulfil their contractual arrangements – not an employers responsibility to suffer yet again.

An employer should not have give paid time off to someone to attend Doctors appointments during pregnancy – the NHS already has a huge budget – evening appointments should be available.

An employer should not have to pay out "money for nothing" to those on maternity or paternity leave – holiday pay, other perks etc are a waste of money – they offer no return for an employer.

Time off should not count towards time employed, for example in calculating redundancy payments – the time off is a lifestyle choice.

It is not feasible for an employer to hold a job open when someone is off long-term, when their self imposed sabatical ends, the person is free to see if they are still required and negotiations can commence about part-time etc if mutually acceptable.  As an employer, it is my right to decide if I wish to spend my money on having someone back, or not!

These ideas may not be popular with many of you but remember – when you order at a restaurant, Im sure you wouldnt pay for something on the bill that you havent actually had!

Why is this idea important?

Many business people know what a one-sided joke employment has become.  Politicians have failed to grasp the fact that introducing more legislation makes employing people, particularly Women, unviable.

When someone starts a family, it is a lifestyle choice.  Contraception and Abortion are also available as choices, if not taken – a choice is made.

A business owner pays taxes twice – personally and business-wise – including National Insurance, Rates etc so, therefore, already pays a high proportion of the cost of lifestyle choices.

Yet when someone in their employ has children already or decides to start a family, they are still expected to pay and deal with further disruption.

The following should be implemented:

People should have to answer honest questions upon interview, their childcare arrangements (including in emergencies) are totally relevant to an employer who has requirements for a vacancy.  A primary requirement will be that of turning up.

Emergency family leave should be capped to a low number of days a year, it is the responsibility of a parent to have arrangements in place to enable them to fulfil their contractual arrangements – not an employers responsibility to suffer yet again.

An employer should not have give paid time off to someone to attend Doctors appointments during pregnancy – the NHS already has a huge budget – evening appointments should be available.

An employer should not have to pay out "money for nothing" to those on maternity or paternity leave – holiday pay, other perks etc are a waste of money – they offer no return for an employer.

Time off should not count towards time employed, for example in calculating redundancy payments – the time off is a lifestyle choice.

It is not feasible for an employer to hold a job open when someone is off long-term, when their self imposed sabatical ends, the person is free to see if they are still required and negotiations can commence about part-time etc if mutually acceptable.  As an employer, it is my right to decide if I wish to spend my money on having someone back, or not!

These ideas may not be popular with many of you but remember – when you order at a restaurant, Im sure you wouldnt pay for something on the bill that you havent actually had!