Are you looking to update your flexible working policy?
It’s no secret that adapting to the recent rise of remote work requires strategic changes from employers.
Flexible working options include job sharing, remote working, hybrid working, part-time, compressed hours, flexitime, annualised hours, staggered hours, set shift patterns and phased retirement.
Read on to learn how these are affected by the new flexible working bill and our insights into the pros and cons of offering flexible working to your people:
The New Flexible Working Bill
In April of this year, the Employment Relations (Flexible Working) Act 2023 became law.
The Act introduced the following new requirements:
- Employees have the right to request flexible working from day one of their employment
- Employees are entitled to make two statutory requests in any 12-month period
- There is no longer a requirement for the employee to explain what effect, if any, the change requested would have on you as the employer and how that effect might be dealt with
- You need to deal with requests within 2 months
- You must consult with an employee before rejecting their flexible working request
The Pros of Flexible Working
Flexible working has a lot of perks for both you and your employees, with one big plus being that it helps to improve that all-important work/life balance. When employees can choose their hours or where they work, they often feel less stressed and more satisfied with their jobs.
It’s also a great way for your business to demonstrate that you genuinely care about your employees’ needs and wellbeing. Employers offering flexibility are often seen as modern and supportive, making them more attractive to job seekers and more valued by their current workforce.
A further advantage of flexible working is that it can reduce absenteeism. When people have the freedom to adjust their schedules, they’re less likely to miss work because of personal issues or health problems. It’s a win-win!
The Cons of Flexible Working
Even though flexible working has many benefits, it comes with its challenges too.
For employers, managing flexibility can be tricky. You need to ensure all your employees have fair access to resources and opportunities, no matter their work schedule.
Not all jobs are suitable for flexible working either. Some roles need the team member to be there in person or work specific hours, so it’s hard to apply flexibility to every position. This runs the risk of making some feel they’re being treated unfairly.
Finally, it can be hard to separate work from personal life, leading to longer working hours and potential burnout. When working from home, your people might find it tough to switch off, and the expectation to always be available can easily increase their stress levels.
Here at HR Star, we always recommend clear communication between employers and employees when it comes to updating a flexible working policy.
If you’d like to learn more about how the recent bill affects your business, get in touch with one of our friendly advisors today.
Alternatively, why not check out our recent blog on the most popular benefits employees look for in a new job? Flexible working ranks in second place!
