This section of the report examines each provision in detail, in particular looking at how SMEs provide the provision in their business. In particular, this section highlights the often informal nature of carer and family friendly provisions in SMEs, with many businesses shaping their provisions in response to the individual requirements of their employees, rather than relying on more formal structures such as awards or agreements. It should be remembered that Australian SMEs are bound by Australian legislative requirements as set out in the Australian Fair Pay and Conditions Standard in the Workplace Relations Act 1996. By law, no workplace agreement or contract can provide conditions which are less than those in the Standard. In this context, it should be noted that the results in this report are self-reported by the SME operators who took part in the Sensis® Business Index survey in January and February 2006.
Part-time work
Part-time work was a provision that was offered by 61 per cent of SMEs. It was significantly more likely to be offered by SMEs in regional areas (67 per cent); by businesses that were predominantly operated by females (73 per cent); by businesses in the health and community services sector (79 per cent); and by medium businesses (71 per cent).
Overall, some 43 per cent of SMEs reported that employees had used the ability to work part-time in the past twelve months, a take-up rate of 70 per cent of businesses in which it was offered. Part-time work was most likely to be used in SMEs that were operated predominantly by females (64 per cent); in businesses in the health and community services sector (71 per cent); and in medium businesses (60 per cent).
Businesses reported that part-time work was most likely to be provided in unwritten informal agreements, which was the case for 69 per cent of the businesses that offered this provision. Other methods of provision were relatively small by comparison, with awards being the next most used method, nominated by 15 per cent of businesses that had part-time work.
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Working from home
The ability for employees to work from home was a provision that was offered by 30 per cent of SMEs. It was more likely to be offered by SMEs in metropolitan areas (33 per cent); by businesses that were predominantly operated by males (31 per cent); by businesses in the transport and storage and finance and insurance sectors (51 per cent); and by medium businesses (42 per cent).
Overall, some 25 per cent of SMEs reported that employees had used the ability to work from home in the past twelve months, a take-up rate of 83 per cent of businesses in which it was offered. Working from home was most likely to be used in SMEs in metropolitan areas (28 per cent); SMEs that were operated predominantly by males (28 per cent); in businesses in the finance and insurance sector (55 per cent); and in medium businesses (39 per cent).
The ability to work from home was most likely to be reported as provided in unwritten informal agreements, which was the case for 82 per cent of the businesses that offered this provision. Other methods of provision were relatively small by comparison, with human resources policies being the next most used method, nominated by six per cent of businesses that allowed employees to work from home.
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Job sharing
Job-sharing was a provision that was offered by 40 per cent of SMEs. It was significantly more likely to be offered by SMEs in regional areas (49 per cent); by businesses that were predominantly operated by females (53 per cent); by businesses in the health and community services sector (65 per cent); and by medium businesses (44 per cent).
Overall, some 24 per cent of SMEs reported that employees had used job-sharing in the past twelve months, a take-up rate of 60 per cent of businesses in which it was offered. Job-sharing was most likely to be used in SMEs in regional areas (29 per cent); SMEs that were operated predominantly by females (28 per cent); in businesses in the health and community services sector (55 per cent); and in medium businesses (32 per cent).
Job-sharing was most likely to be reported as provided in unwritten informal agreements, which was the case for 77 per cent of the businesses which offered this provision. Other methods of provision were relatively small by comparison, with awards being the next most used method, nominated by nine per cent of businesses that allowed employees to job-share.
Flexible annual leave
Flexible annual leave, with respect to the ability of employees to choose the timing and have the ability to use single days if desired, was a provision that was offered by 83 per cent of SMEs. It was more likely to be offered by SMEs in metropolitan areas (85 per cent); by businesses that were predominantly operated by females (86 per cent); by businesses in the retail sector (90 per cent); and by medium businesses (91 per cent).
Overall, some 73 per cent of SMEs reported that employees had used flexible annual leave in the past twelve months, a take-up rate of 88 per cent of businesses in which it was offered. Flexible annual leave was most likely to be used in SMEs in metropolitan areas (76 per cent); SMEs that were operated predominantly by females (83 per cent); in businesses in the retail sector (79 per cent); and in medium businesses (86 per cent).
Flexible annual leave was most likely to be reported as provided in unwritten informal agreements, which was the case for 79 per cent of the businesses that offered this provision. Other methods of provision were relatively small by comparison, with human resources policies being the next most used method, nominated by eight per cent of businesses that had flexible annual leave.
The ability to purchase additional annual leave
The ability to purchase additional annual leave was a provision that was offered by 31 per cent of SMEs. It was more likely to be offered by SMEs in metropolitan areas (32 per cent); by businesses that were predominantly operated by males (32 per cent); by businesses in the cultural, recreational and personal services sector (39 per cent); by small businesses (31 per cent); and by family businesses (33 per cent).
Overall, some 14 per cent of SMEs reported that employees had used the ability to purchase additional annual leave in the past twelve months, a take-up rate of 45 per cent of businesses in which it was offered. The ability to purchase additional annual leave was most likely to be used in SMEs that were operated predominantly by females (20 per cent); in businesses in the retail sector (23 per cent); in small businesses (16 per cent) and in family businesses (16 per cent).
The ability to purchase additional annual leave was most likely to be reported as provided in unwritten informal agreements, which was the case for 81 per cent of the businesses that offered this provision. Other methods of provision were relatively small by comparison, with human resources policies and awards being the next most used methods, nominated by five per cent each of businesses that had the ability to purchase additional annual leave.
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Flexible start and finish times
Flexible start and finish times were a provision offered by 73 per cent of SMEs. It was more likely to be offered by businesses that were predominantly operated by females (77 per cent); by businesses in the cultural, recreational and personal services sector (84 per cent); and by medium businesses (77 per cent).
Overall, some 70 per cent of SMEs reported that employees had used flexible start and finish times in the past twelve months, a take-up rate of 96 per cent of businesses in which it was offered, the highest take-up rate of any provision. Flexible start and finish times were most likely to be used in SMEs in regional areas (71 per cent); SMEs that were operated predominantly by females (73 per cent); in businesses in the retail sector (79 per cent); and in medium businesses (86 per cent).
Flexible start and finish times were most likely to be reported as provided in unwritten informal agreements, which was the case for 86 per cent of the businesses that offered this provision. Other methods of provision were relatively small by comparison, with human resources policies being the next most used method, nominated by seven per cent of businesses that had flexible start and finish times.
Paid parental leave
Paid parental leave was a provision that was offered by 19 per cent of SMEs. It was more likely to be offered by SMEs in metropolitan areas (20 per cent); by businesses that had equal joint female and male operators (24 per cent); by businesses in the health and community services sector (29 per cent); and by medium businesses (39 per cent).
Overall, some six per cent of SMEs reported that employees had used paid parental leave in the past twelve months, a take-up rate of 32 per cent of businesses in which it was offered. Paid parental leave was most likely to be used in businesses in the health and community services sector (12 per cent); and in medium businesses (27 per cent).
Paid parental leave was most likely to be reported as provided in unwritten informal agreements, which was the case for 49 per cent of the businesses that offered this provision. Awards were the next most used method, nominated by 20 per cent of businesses that had paid parental leave, followed by human resources policies in 14 per cent of SMEs.
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Unpaid parental leave
Unpaid parental leave was a provision that was offered by 44 per cent of SMEs. It was significantly more likely to be offered by SMEs in the accommodation, cafes and restaurant sector (55 per cent); and by medium businesses (76 per cent).
Overall, some 14 per cent of SMEs reported that employees had used unpaid parental leave in the past twelve months, a take-up rate of 32 per cent of businesses in which it was offered. Unpaid parental leave was most likely to be used in SMEs that were operated predominantly by females (17 per cent); in businesses in the cultural, recreational and personal services sector (22 per cent); and in medium businesses (44 per cent).
Unpaid parental leave was most likely to be reported as provided in unwritten informal agreements, which was the case for 67 per cent of the businesses that offered this provision. Other methods of provision were awards, which were nominated by 13 per cent of businesses that had unpaid parental leave.
It should be noted that the Australian Fair Pay and Conditions Standard provides for a maximum of 52 weeks of unpaid parental leave, shared between both parents at the time of the birth of a child. The parental leave provisions apply to all full-time, part-time and eligible casual employees with at least 12 months continuous service with their current employer.
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Paid adoption leave
Paid adoption leave was a provision that was offered by nine per cent of SMEs. It was more likely to be offered by businesses that had equal joint female and male operators (16 per cent); by businesses in the health and community services sector (14 per cent); and by medium businesses (19 per cent).
Overall, only one per cent of SMEs reported that employees had used paid adoption leave in the past twelve months, a take-up rate of 11 per cent of businesses in which it was offered.
Paid adoption leave was most likely to be reported as provided in unwritten informal agreements, which was the case for 60 per cent of the businesses that offered this provision. Awards were the next most used method, nominated by 18 per cent of businesses that had paid adoption leave, followed by human resources policies in 13 per cent of SMEs.
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Unpaid adoption leave
Unpaid adoption leave was a provision that was offered by 22 per cent of SMEs. It was more likely to be offered by businesses with equal joint female and male operators (28 per cent); by businesses in the finance and insurance sector (33 per cent); and by medium businesses (27 per cent).
Again, only one per cent of SMEs reported that employees had used unpaid adoption leave in the past twelve months, a take-up rate of five per cent of businesses in which it was offered.
Unpaid adoption leave was most likely to be reported as provided in unwritten informal agreements, which was the case for 57 per cent of the businesses that offered this provision. Awards were the next most used method, nominated by 15 per cent of businesses that had unpaid adoption leave, followed by human resource policies in 10 per cent of SMEs.
It should be noted that the Australian Fair Pay and Conditions Standard provides for a maximum of 52 weeks of unpaid parental leave, shared between both parents at the time of the adoption of a child under five years of age. The parental leave provisions apply to all full-time, part-time and eligible casual employees with at least 12 months continuous service with their current employer.
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Carers leave to care for children
Carers leave to care for children was a provision that was offered by 42 per cent of SMEs. It was more likely to be offered by SMEs in regional areas (32 per cent); by businesses in the retail trade sector (52 per cent); and by medium businesses (63 per cent).
Overall, some 22 per cent of SMEs reported that employees had used carers leave to care for children in the past twelve months, a take-up rate of 52 per cent of businesses in which it was offered. Carers leave to care for children was most likely to be used in SMEs that were operated predominantly by females (29 per cent); in businesses in the health and community services sector (37 per cent); and in medium businesses (50 per cent).
The ability to use carers leave to care for children was most likely to be reported as provided in unwritten informal agreements, which was the case for 66 per cent of the businesses that offered this provision. Other methods of provision were awards, nominated by 14 per cent of businesses that had carers leave to care for children.
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Carers leave to care for another family member
Carers leave to care for another family member, such as a partner, parent or adult child with a disability, was a provision that was offered by 47 per cent of SMEs. It was more likely to be offered by SMEs in regional areas (50 per cent); by businesses that had equal joint female and male operators (52 per cent); by businesses in the health and community services sector (65 per cent); and by medium businesses (63 per cent).
Overall, some 20 per cent of SMEs reported that employees had used carers leave to care for another family member in the past twelve months, a take-up rate of 43 per cent of businesses in which it was offered. Carers leave to care for other family members was most likely to be used in businesses in the manufacturing sector (29 per cent); and in medium businesses (43 per cent).
Carers leave to care for another family member was most likely to be reported as provided in unwritten informal agreements, which was the case for 72 per cent of the businesses that offered this provision. Other methods of provision included awards, which were nominated by 13 per cent of businesses that had carers leave to care for other family members.
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Unpaid emergency leave for casual employees
Unpaid emergency leave for casual employees was a provision that was offered by 51 per cent of SMEs. It was more likely to be offered by SMEs in regional areas (52 per cent); by businesses that were predominantly operated by females (62 per cent); by businesses in the health and community services sector (68 per cent); and by medium businesses (58 per cent).
Overall, some 25 per cent of SMEs reported that casual employees had used unpaid emergency leave in the past twelve months, a take-up rate of 49 per cent of businesses in which it was offered. Unpaid emergency leave for casual employees was most likely to be used in SMEs that were located in regional areas (32 per cent); operated predominantly by females (40 per cent); in businesses in the accommodation, cafes and restaurant sector (59 per cent); and in medium businesses (34 per cent).
Unpaid emergency leave for casual employees was most likely to be reported as provided in unwritten informal agreements, which was the case for 79 per cent of the businesses that offered this provision. Other methods of provision were relatively small by comparison, with awards and human resources policies being the next most used methods by businesses that had unpaid emergency leave for casual employees.
It should be noted that the Australian Fair Pay and Conditions Standard provides ten days paid personal/ carer’s leave per year, with casual employees or employees who have not accrued sick leave able to access two days unpaid “emergency” leave per year.
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Access to a telephone for family reasons
Access to a telephone for family reasons was a provision that was offered by 87 per cent of SMEs. It was more likely to be offered by SMEs in metropolitan areas (88 per cent); by businesses that were predominantly operated by females (92 per cent); by businesses in the cultural, recreational and personal services sector (96 per cent); and by medium businesses (94 per cent).
Overall, some 81 per cent of SMEs reported that employees had used their access to a telephone for family reasons in the past twelve months, a take-up rate of 93 per cent of businesses in which it was offered. Access to a telephone for family reasons was most likely to be used in SMEs that were operated predominantly by females (90 per cent); in businesses in the cultural, recreational and personal services sector (96 per cent); and in medium businesses (90 per cent).
Access to a telephone for family reasons was most likely to be reported as provided in unwritten informal agreements, which was the case for 88 per cent of the businesses that offered this provision. Other methods of provision were relatively small by comparison, with human resources policies being the next most used method, nominated by seven per cent of businesses that had access to a telephone for family reasons.
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The ability to bring children to work in an emergency
The ability to bring children to work in an emergency was a provision that was offered by 60 per cent of SMEs. It was more likely to be offered by businesses that were predominantly operated by females (66 per cent); by businesses in the cultural, recreational and personal services sector (73 per cent); and by small businesses (60 per cent).
Overall, some 37 per cent of SMEs reported that employees had used the ability to bring children to work in an emergency in the past twelve months, a take-up rate of 62 per cent of businesses in which it was offered. The ability to bring children to work in an emergency was most likely to be used in SMEs that were operated predominantly by females (45 per cent); in businesses in the health and community services sector (48 per cent); in medium businesses (47 per cent) and in family businesses (37 per cent).
The ability to bring children to work in an emergency was most likely to be reported as provided in unwritten informal agreements, which was the case for 86 per cent of the businesses that offered this provision. Other methods of provision were relatively small by comparison, with human resources policies being the next most used method, nominated by seven per cent of businesses that allowed their employees to bring their children to work in an emergency.
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The ability to bring an older person or a person with a disability to work in an emergency
The ability to bring an older person or person with a disability to work in an emergency was a provision that was offered by 44 per cent of SMEs. It was more likely to be offered by SMEs in regional areas (46 per cent); by businesses that were predominantly operated by females (54 per cent); by businesses in the wholesale trade and transport and storage sectors (55 per cent each); and by small businesses (44 per cent).
Overall, some five per cent of SMEs reported that employees had used the ability to bring an older person or person with a disability to work in an emergency in the past twelve months, a take-up rate of 11 per cent of businesses in which it was offered. The ability to bring an older person or person with a disability to work in an emergency was most likely to be used in SMEs that were operated predominantly by females (14 per cent); in businesses in the wholesale trade sector (11 per cent); and in medium businesses (six per cent).
The ability to bring an older person or person with a disability to work in an emergency was most likely to be reported as provided in unwritten informal agreements, which was the case for 87 per cent of the businesses that offered this provision. Other methods of provision were relatively small by comparison, with human resources policies being the next most used method by businesses that had this provision.
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Subsidy for child care
A subsidy for child care was a provision that was offered by five per cent of SMEs. It was more likely to be offered by SMEs that were predominantly operated by females (seven per cent); by businesses in the finance and insurance and health and community services sectors (12 per cent each); and by medium businesses (eight per cent).
Overall, only two per cent of SMEs reported that employees had used a subsidy for child care in the past twelve months, a take-up rate of 40 per cent of businesses in which it was offered. A subsidy for child care was most likely to be used in SMEs that were operated predominantly by females (five per cent); in businesses in the health and community services sector (eight per cent); and in medium businesses (four per cent).
A subsidy for child care was most likely to be reported as provided in unwritten informal agreements, which was the case for 71 per cent of the businesses that offered this provision. Other methods of provision were relatively small by comparison.
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Subsidy for elder care or care for a family member with a disability
A subsidy for elder care or for care for a family member with a disability was a provision that was offered by only two per cent of SMEs. It was more likely to be offered by SMEs in metropolitan areas (three per cent); by businesses in the finance and insurance sector (10 per cent); by medium businesses (three per cent); and by family businesses (three per cent).
Overall, only negligible numbers of SMEs reported that employees had used a subsidy for elder care or care for a family member with a disability in the past twelve months.
A subsidy for elder care for care for a family member with a disability was most likely to be reported as provided in unwritten informal agreements, which was the case for 83 per cent of the businesses that offered this provision. Other methods of provision were relatively small by comparison, with collective workplace agreements being the next most used method, nominated by three per cent of businesses that provided a subsidy for elder care or for care for a family member with a disability.
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On-site child care
On-site child care was a provision that was offered by five per cent of SMEs. It was more likely to be offered by SMEs in regional areas (seven per cent); by businesses that were predominantly operated by females (15 per cent); by businesses in the health and community services sector (21 per cent); by small businesses (six per cent); by home-based businesses (nine per cent); and by family businesses (six per cent).
Overall, some three per cent of SMEs reported that employees had used on-site child care in the past twelve months, a take-up rate of 60 per cent of businesses in which it was offered. On-site child care was most likely to be used in SMEs that were operated predominantly by females (14 per cent); in businesses in the health and community services sector (18 per cent); and in medium businesses (four per cent).
On-site child care was most likely to be reported as provided in unwritten informal agreements, which was the case for 83 per cent of the businesses that offered this provision. Other methods of provision were relatively small by comparison, with collective workplace agreements being the next most used method, nominated by five per cent of businesses that had on-site child care.