Following from the Flexible Working awareness day on 6 may we thought we would remind you of some of the issues around flexible working.
To give you a brief recap, it was nearly two years ago on 30 June 2014, when the law on flexible working was changed. Instead of an employee only being able to put in a request to apply for flexible working if it linked to caring for another person be it an adult or child, all employees can now request to apply for flexible working. The only criteria that needs to be met, is that the employee has been continuously employed for 26 weeks or more.
Flexible working can be a change to the hours, days or location of the employment, and only one application to work flexibly can be made in a 12-month period.
What are the advantages of offering flexible working?
There are many advantages both to employee and employer when flexible working is accepted and even encouraged. There is even evidence that flexible working can be used as a strategic tool.
Some of the main advantages of flexible working include:
- Increased employee engagement – It is proven that employees become more committed to their employer if they have good work life balance, i.e a work schedule that fits with their personal commitments.
- The business can operate 24/7 if different and flexible shift patterns are encouraged
- Increased brand identity and culture – employees are attracted to employers that embrace flexibility. If flexible working is encouraged, the recognition for good work life balance can become a strong part of the business’s brand identity.
- Cost saving – for some workers it may be possible to do their job in reduced days or hours in reality thereby reducing the cost to the employer.
Flexible working is a positive choice that needs to be embraced. Not only does the employee benefit, but it has been shown that there are enormous commercial benefits also.
What are your thoughts? Does your employer/business encourage flexible working?
For more information on Flexible Working, procedure or its implications for your organisation, or any aspect of HR or employment law, call us on 0114 3032300 or send an email to email@example.com.