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Possible Changes to Flexible Working and the Benefits of Hybrid Working
A government consultation into changes to flexible working regulations closed on 1 December 2021. Changes to the regulations are expected in 2022.
The consultation sought views on the following changes:
- Right to Request Flexible Working at day one of employment
- reviewing whether the eight business reasons for refusal are still valid
- requiring employers to suggest alternatives when refusing a request
- allowing employees to make multiple requests
- questioning if the three-month time frame to deal with a request is still appropriate
- considering requests for temporary or informal flexible working
We hear more and more that flexible working practices have been shown to positively impact productivity, employee retention, and quality of work and wellbeing.
Research has shown that work flexibility holds the most appeal for SME employees after financial rewards. In addition, women place much more value on working flexibly than men.
Diversifying your workforce is viewed positively by the FCA, and flexible working arrangements attract a diverse pool of candidates. We are in an incredibly competitive labour market at the moment. Recruitment is a struggle for firms, so promoting flexible working can be a desirable incentive.
The law is tight around refusing flexible working requests. However, there is little doubt that striking the right balance between work and home life is a crucial aspect of modern life. Employees today want more flexibility in how they work, where they work and sometimes when they work to allow them to manage competing life demands.
The Covid-19 pandemic has undoubtedly changed the way businesses work. During the pandemic, almost everyone who was able to worked from home – this was a major shift from traditional, primarily office-based ways of working. It seems as though the change will have a permanent impact on the world of work, and hybrid models are becoming more popular. Here are some of the potential benefits of a hybrid model:
It offers flexibility – many employees appreciate the flexibility hybrid working offers. Of course, there are many benefits of being in the office and the value of creativity from in-person meetings. The ability to bounce ideas and brainstorm in person is notable. But many employees also love the freedom to work alone without interruptions, and roles that require high levels of analysis, concentration, attention to detail, and little input from others may be easier to perform from home in a quiet environment.
Enhancement in empowerment – the relationship between employee and employer is a continuous one that includes the ongoing management and adjustments of commitments on both sides, centred around trust and confidence. Where employees feel trusted to manage their work environment, workload and time, they tend to feel more empowered, and allowing home working can help develop this trust.
Accessibility for disabled workers – disabled employees working from home during lockdown say they have been more productive and took fewer days off sick than when they were doing their jobs in the office in a report published by UNISON. The survey found that nearly three quarters (73%) of disabled staff felt they were more productive or as productive working from home compared to their pre-lockdown place of work.
More than half (54%) felt they would benefit from working from home in the future, but nearly two in five (37%) believed their employer was unlikely to allow this.
Mental health and wellbeing – working from home does not suit everyone. For some, it may be isolating. They may not have a suitable environment in which to work from home. For others, however, working from home may be a better fit than travelling back and forth each day. It’s important to consider individual cases when implementing flexible working. Regaining time that would otherwise be spent commuting can also have a positive impact on mental and physical wellbeing.
Hybrid working is not a ‘one size fits all’ approach. Embracing an element of flexible working can boost loyalty, engagement, and productivity. However, with any changes you make, you need to ensure that all employees are treated fairly, inclusively, consultatively, and in a way that demonstrates genuine concern for their wellbeing and ability to maintain a healthy work-life balance. This requires having a considered and coherent policy in place, one that contains the appropriate support for everything from communication and training to the provision of equipment and health and safety issues beyond the workplace.
If you would like some help with developing your own firm's flexible working policy and procedures, our expert team at IHRS will be happy to help.
Contact our team today and take the worry out of your day. Email HRhelp@ihrsolutions.co.uk, call 01604 709509 or visit the website.