September brings new routines: the school run, nursery drop-offs, and now, for many families, access to 30 hours of funded childcare. It’s a big help - but as many news reports this week have been highlighting - it doesn’t solve everything.

For many, the answer is flexible working - working part time hours or starting early, finishing mid-afternoon, or working from home when possible. Flexibility makes those 30 funded hours go further and helps families (plus of course the talent and experience they represent) to remain in our workplaces.

There's still a gap which leaves many parents in a daily juggle of pickups, after-school clubs seeking the help of grandparents, and sometimes costly wraparound care. For many, it’s the difference between being able to work - or not.

This is where flexible working really proves its worth. Whether it’s compressed hours, remote days, or adjusted start and finish times, flexibility helps parents fit work around their children’s schedules. It keeps careers on track, reduces reliance on expensive childcare, and makes the 30 funded hours more meaningful.

Of course, it’s not without challenges. Not every role can be adapted. Some parents still feel forced into jobs below their skill level just to get hours that match school time. And without enough childcare staff, even funded places can be hard to secure (cue some of those shocking news headlines we've been seeing this week).

Still, when flexibility and childcare support come together, families thrive - and crucially, so do employers. Flexible working is a proven way to attract and retain skilled, experienced staff who might otherwise be forced out of the workforce.

What’s your experience?

Are you managing with flexible working, or struggling with the gaps in provision?

How can things be improved?