New Data Reveals the Key to Performance and Engagement in 2025

In a recent Inside HR webinar, hosted by James Marsh in partnership with Bright Horizons, HR leaders came together to explore a critical question: How can employers drive both productivity and engagement in today’s evolving workplace? The answer lies in a strategic commitment to supporting working families. Let’s take a closer look at what was shared. 

New research: Work+Family Snapshot 2025 

Jennifer Liston-Smith, Head of Thought Leadership at Bright Horizons, revealed findings from the Work+Family Snapshot 2025, based on responses from nearly 2,000 employees across 200 Bright Horizon client organisations. The research identified four key business priorities where family support makes a measurable impact: 

• Cost & productivity: Back-Up Care reduces absenteeism and presenteeism. 
• Return to office: Family support services ease the transition and improve focus. 
• Talent retention: Employers offering family benefits see a 22-point uplift in perceived support. 
• Mental health: Over 90% of Back-Up Care users report reduced stress. 

Jennifer explained, “This is the data you need for your business case. Supporting families isn’t just the right thing to do - it’s a strategic investment.” 

The challenges employers are facing 

The webinar also shed light on the real-world pressures HR leaders are being faced with in 2025: 

• Budget constraints: Rising benefit costs are making it harder to introduce new initiatives. As Leah Gray Benefits Manager at Marsh McLennan noted, “Managing cost is always on the agenda. It’s increasingly difficult to introduce anything new.” 


• Return-to-office resistance: Many employees, especially those who joined during or after the pandemic, are struggling to adapt to in-office expectations. “40% of our UK workforce joined post-pandemic,” Leah explained. “They’ve never known a five-day office week.” 


• Hidden caregiving responsibilities: Adult carers and parents of older children often go unsupported. “It’s often hidden, but just as demanding”, Jennifer pointed out.  


• Communication overload: Even when support exists, employees may not be aware of it.  

Real-world impact: Marsh McLennan’s family-inclusive strategy 

Leah offered a compelling look into how a global organisation can embed family support into its culture and operations. Marsh McLennan has developed a comprehensive, life-stage-inclusive benefits strategy that supports employees from early parenthood through to eldercare responsibilities. 

“We like to think there’s something for everyone,” Leah said. “Whether you’re a new parent, navigating school holidays, or caring for an elderly relative, we want our colleagues to feel supported.” 

A culture of care and flexibility 

Leah shared that 92% of Marsh McLennan employees rated the company as a family-friendly employer, and 90% felt their manager cared about their work-life balance. These results were drawn from Bright Horizons’ Work+Family Snapshot, which provided Marsh McLennan with a tailored data set to benchmark their impact. 

“100% of our people who used Back-Up Care said it enhanced their productivity and reduced stress,” Leah noted. “That’s a powerful message to take to senior decision-makers.” 

Supporting all life stages 

Leah emphasised that family support isn’t just about maternity leave or early years care. Marsh McLennan offers: 

• Holiday clubs for school-age children, which are especially valued during the long summer break. 
• In-home nannies for children of all ages, not just infants. 
• Virtual tutoring for older children, including GCSE and A-level support - an innovation that Leah described as “a game-changer” for working parents managing exam stress at home. 

“I’ve used the in-home nanny service myself,” Leah shared. “It meant I didn’t have to use all my annual leave just to care for my children.” 

Peer support and coaching 

The company also builds community through its employee resource group, PACT (Parents and Carers Together), which provides a space for colleagues to share advice, resources, and solidarity. This is complemented by group coaching programmes for new and returning parents, which Leah praised for their affordability and impact. 

“Group coaching is fantastic value for money,” she said. “It creates peer networks across our 73 UK offices and helps people feel less alone in their journey.” 

Strategic alignment 

Leah also addressed the challenge of balancing flexibility with evolving return-to-office expectations. “It’s about finding the balance,” she explained. “We want to be supportive and flexible, but also help people understand the value of in-person collaboration for their development, their wellbeing, and their careers.” 

Takeaways for employers 

Whether you're a global enterprise or a growing SME, here are three key takeaways from the session: 

1. Start with empathy: Even low-cost initiatives like peer networks and manager toolkits can make a big impact. 
2. Use data to build your case: The Snapshot provides ROI metrics to support investment in family benefits. 
3. Think beyond new parents: Support for carers, school-age children, and even pet care is increasingly relevant. 

“Everyone is already doing great things,” Leah concluded. “Sometimes you just need to write them down and you’ll see the list speaks for itself.” 

Discover the solutions that support these priorities and get your helpful Business Case Builder with ‘at a glance’ stats and the data you need to build a powerful business case for change  

Ready to change your workplace?  

Download the 2025 Work + Family Snapshot and lead the way in supporting working parents and carers.