How employers can embrace flexible working

By September 17, 2018Advice

The general secretary of the Trades Union Congress (TUC), Frances O’Grady, used her speech at the organisation’s 150thannual gathering to state that a four-day-week is a realistic goal for most people by the end of this century.

 

She said that evolving technology and communications should lead to a cut in the number of hours spent at work, comparing with how unions successfully lobbied for an eight-hour working day in the 19thcentury and two-day weekends and paid holidays in the 20th.

 

That’s a long way off, but it’s possible today for employees to work hours that provide a better work-life balance.

 

Flexible working allows employees to have flexible start and finish times, or work from home. It’s a legal right that all employees have if they have worked for an organisation for the required length of service.

 

Employers should actively embrace and encourage flexible working amongst their workforce, as it can have significant advantages for them too. These include:

 

  • Reduced absenteeism

  • A larger pool of candidates when recruiting

  • Retaining talented employees

  • Better company image

  • Being able to provide service to customers outside of office hours

Many of the above also contribute to overall employee engagement.

 

Develop a flexible working policy

The first step to embracing flexible working is by developing a relevant policy. It should include the options available to employees, where they can find more information, and set out how they can request a flexible working arrangement.

 

The fact that all employees have the legal right to work flexibly should be made clear. In addition, it should explain that flexible working is encouraged by the organisation and that anyone who applies won’t be treated less favourably than colleagues choosing to work more traditional hours.

 

Communicate

The policy should be communicated to employees. This could be by email, with a simple message letting them know where it can be found, such as in a revised Employee Handbook.

 

Even better, employee representatives could be involved during the creation of the policy to see what’s important to them. They’ll know better than most the challenges relating to working hours and maintaining a work-life balance.

 

Trust staff

Once a flexible working policy is established, employers need to trust that employees will use it responsibly. This is key to avoiding a culture of ‘presenteeism’, where employers place more value in whether employees are visible in the office rather than how productive they are.

 

Handle requests reasonably

Employers should become familiar with the procedure for dealing with flexible working requests. They should know what is required from employees when they make a request in writing, and what the qualifying period is before they can make a request.

 

Acas advise that employers handle requests in a ‘reasonable manner’. Example of handling requests in a reasonable manner include:

 

  • Assessing the advantages and disadvantages of the application

  • Holding a meeting to discuss the request with the employee

  • Offering an appeal process

 

To learn more about flexible working, call a Deminos advisor on 020 7870 1090.

Author David Ralph

More posts by David Ralph

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