Employees have long sought greater flexibility in the workplace. For many, this is such a high priority that lack of flexibility has become a barrier.
But now things may start to look different.
In some parts of the UK, new measures that came into force over the weekend allow employees to choose flexibility at work from day one.
Employees in England, Scotland and Wales are now entitled request flexible working from the date of starting a new job, instead of 26 weeks of waiting, as under previous legislation.
Flexible working covers a wide range of working arrangements – be it part-time, remote or compressed working – and can differ from employee to employee.
The new provision is not a significant change from what was already in place, but it will help normalize conversations about flexible working and make it easier for employees to ask for it straight away. The aim of the measures when they were first approved last year was to create a “happier workforce” that could help Britain increase productivity, the Business and Trade Secretary said. Kevin Hollinrake said.
While flexibility is becoming increasingly sought after in the workplace, it is not without its challenges.
Why do people in the UK care about flexible working?
The onset of the pandemic forced people to adapt to remote work, but it proved more difficult to get out of it, even with the mandate to return to the office. Right now, people are struggling to maintain any semblance of flexibility.
According to the UK, this is leading to increased employee turnover, with 2 million people leaving their jobs every year due to a lack of flexibility. to the report professional organization Chartered Institute of Personnel and Development (CIPD). The benefits of flexibility are what more than 50% of people looking for a new job are looking for.
Amy Cunningham, founder of employment law firm Cunningham Legal, said: Luck that employees value flexibility because of the productivity benefits it offers. But that is not all.
“If managed properly, the benefits for employers are significant. These include increased productivity/productivity, reduced sickness absence and stress, increased employee morale, increased employee retention and in some cases reduced costs,” she said.
Given the loud call from employees for flexibility, the potential benefits of the regulation could be huge, as an estimated 2.2 million people may now be able to request an agreement that works best for them. In the long term, this could lead to increased productivity in the workplace – something the UK desperately needs.
On the other hand, limitations on flexible work arrangements often have greater consequences for some categories of the workforce than others, including women, older workers and people with disabilities. However, the new regulation may prove beneficial in allowing people to work in the way that works best for them without compromising performance or productivity.
“There is strong evidence that flexible working practices can help recruit and retain staff, particularly those with caring responsibilities, older workers and people with health problems,” said Ben Willmott, head of public policy at the CIPD. Luck.
Despite the benefits, employers are concerned
Experts told Luck that regulation could potentially be imposed on employers without necessarily helping them.
“It is clear that flexible working requests create an administrative burden for employers,” said Alex Bierman, a partner at London law firm Russell-Cooke, which specializes in employment law. Luck. He gave an example of logistical challenges if several team members decide to limit their working hours. In more extreme cases, employers could be charged with discrimination for refusing to work remotely for employees who are new mothers or have chronic illnesses.
Research has shown that remote working (which is a form of flexible working) has its downsides, such as proximity bias and disconnect with the team during onboarding, which employers are mindful of.
“Covid has already shifted the parameters of ‘normal’ work into more remote and hybrid environments, but this is not always for the better (for both employers and employees) and, as has become clear, there are significant downsides to both. types of work,” said Andrea London, partner at Winckworth Sherwood.
The new measures are a tool for employees, but they also won’t take away employers’ voice in the workplace.
Although they will have to respond to employee requests within two months (instead of three as before), they also have the right to refuse a number request. reasons including a negative impact on work quality or productivity. Employers should also discuss this with employees before they refuse a request.
As the old saying goes, it’s all about balance. The benefits of flexibility cannot be ignored, so every employee now has the right to demand it. This could certainly help wider sections of the British workforce.
“While it is unlikely that a separate right to flexible working will be introduced any time soon, the government appears to view greater flexibility in the way we work as something that could benefit the economy as a whole,” says Birman.
Cunningham believes the new rules are not a giant step toward adapting to employee needs, but “a small step in what many consider to be the ‘right direction’.”
“We hope that such agreements will become much more common and that employees will not be afraid to ask about flexible working options very early in the employment relationship,” she said.