Parents and Carers Support at CBRE

 

We have a strong belief that family is at the heart of everything we do. The Family Network was formed to support parents and carers within the CBRE community.

Our aim is to engage, support and educate, driving consistency across the business while attracting and retaining the best people in the industry. Our goal is to differentiate CBRE from other property organisations by providing a best in class experience which addresses all our family needs. We are here to support the modern day family which is anyone with a caring responsibility, with a team focused on the Caring community.

​​Objectives:

• Education: Provide access to a comprehensive set of processes and resources.
• Support: Provide support, across key family topics, increasing network opportunities and enabling a supportive work environment for families.
• Engage & Drive Change: Improve engagement and continue to support change across the business.

CBRE has membership to Work life Central, a fantastic platform containing an abundance of material, webinars, blogs and support groups for all walks of Family Life.

 

Benefits

At CBRE we believe that whether starting or increasing a family everyone has to make decisions that are best for them and their careers and our role is pivotal in championing this.

We are committed to our ongoing DE&I strategy, in which we strive to shape a culture that is inclusive, innovative and engaging and one where each employee can realise their full career potential.

CBRE is proud to have a range of market leading provisions that support our employees and their families through all aspects of family planning, parenthood and beyond. They have been designed to ensure we collectively advocate for our current and future talent.

This includes but is not limited to:

• Childcare Allowance to support with the cost of childcare for all parents who are Associate Director and below with children between the ages of one and two.
• 16 weeks of fully paid Partner Leave.
• 26 weeks of full pay Maternity, Shared Parental or Adoption Leave
• A Neonatal policy providing additional leave for parents with premature babies, extending the duration of paid leave to incorporate the number of weeks early the baby is born.
• A Fertility policy, allowing four weeks of paid leave for Fertility treatment and appointments.
• A Child and Family Bereavement Policy, including four weeks of paid leave for all parental loss inclusive of Stillbirth, Abortion, Ectopic Pregnancy, Molar Pregnancy and Neonatal loss. Further support is available for loss of partners, parents and siblings.
• Menopause support package through healthcare provider, AXA and a Carer support package through L&G.

Our benefits package continues to help us to attract, retain and progress the best talent across the board and ensure that our support reflects the needs of a modern family in today’s society

 

Supporting our working carers

​In the UK, there are almost seven million carers – that is one in ten people. Out of the UK's carers, 42% of carers are men and 58% are women.  At CBRE with this could mean as many as 250 of our people are carers day to day and we are here to support you.  We have partnered with Carers UK to provide you and managers with information, support and guidance on how to balance being a carer and your role.  

A carer is someone who provides unpaid care and support ​​​​​​​to a family member (including chosen family), partner or friend who needs support because of their illness, frailty, disability, mental health or an addiction and cannot cope without their carers support. If you are looking after a child, including your own child, who has special physical or mental health support needs, inclusive of neurodiversity,  then you are also a carer.

CBRE Ltd is committed to ensuring employees feel supported, and recognise that some staff have caring responsibilities outside of the workplace. The purpose of the carers policy is to outline the support available to staff who have caring responsibilities, in order to help them to balance their working and caring commitments and continue to be resilient and effective inside and outside of work.

We will work hard to foster a supportive workplace culture where employees feel able to talk openly about their experiences and can obtain the right support if they need it. Dealing with the demands of caring responsibilities and work can often be challenging and employees are encouraged to identify themselves as a Carer.

There are a range of potential support options for carers in particular:

• Carers leave - Employees with caring responsibilities are eligible for 5 days paid leave within a calendar year. 
• Flexible Working Policy- Carers employed for at least 26 weeks have the opportunity to request a change to their working pattern.
• Time off for dependants
• Parental Leave (Within the family friendly benefits offering) - Employees caring for children under the age of 18 and employed for at least 12 month, who are the parent or adoptive parent and have or expect to have responsibility for the child can apply to take 18weeks of unpaid leave up until the child’s 18th birthday.
• Compassionate Leave