What's Changing?

It is not just the political landscape that is changing rapidly says Chris from Expert HR Solutions, so too is the workplace. In contrast to the traditional 9-5 working day at a fixed workplace, employees are now working more flexibly, it always has been one of the most popular fringe benefits says Chris. Now with increased caring responsibilities for children, disabled dependants and elderly relatives it is becoming more necessary. Simultaneously, rapid advances in technology continue to transform the nature of work, meaning physical presence within an office and defined working hours are no longer always necessary, continues Chris.

Some employers have already begun to offer flexible working practices as the norm and there is certainly a change in what employees now expect from a prospective employer. The recruitment marketplace is currently stacked in favour of the employee so businesses can ill-afford the risk losing the talent, skills and experience if they are unable to offer flexibility.

 As the law currently stands, employees with 26 weeks’ continuous service have a statutory right to request flexible working by making an application in a prescribed form.  This includes the right to request part-time hours, compressed hours, flexitime, home-working and job-sharing. The employer must consider each application and has three months to make a decision. Employees can only make one request in any 12-month period. Employers can only refuse it on one of eight grounds, including cost or a detrimental impact on customers, other staff, quality or performance. These grounds are subjective, but only one needs to be met to permit rejection of the request.

 A survey by the TUC has shown that one in three flexible work requests are rejected by employers. A private members bill was introduced in the last parliament which if passed would have obliged employers to advertise positions as suitable for flexible working or to set out the reasons that a job could not be done flexibly, it is unlikely to be re-introduced, but the government is consulting on various proposals, under its Good Work Plan, to better support parents in balancing work and family life. In particular there are proposals to extend family-related leave and pay, and to introduce greater transparency around family-friendly employment policies.  The results of the consultation are due in 2020.

 There is a common misapprehension that flexible working results in lower productivity and is expensive and difficult to manage. Many studies have shown that it enhances productivity and engagement and has a positive impact on workplace health and wellbeing, thus reducing sickness absence. While there is currently no requirement for employers to offer flexible working, voluntary adoption of flexible working practices where possible will help attract the best talent and create a loyal and diverse workforce says Chris.

If you want help on this or any other employee issues why not give us a call on 01202 611033, the first consultation is FREE.