From 30 June 2014, the right to request flexible working will no longer be limited to parents and carers but will be available to all employees with at least six months service and all employers will have a duty to consider requests.
Whilst the prospect of this may seem like just another burden on you, the employer, flexible working can have a lot of benefits for your business. Flexible working patterns can increase your hours of service, potentially making you more attractive to customers/clients, home-working can reduce your office costs, and it is proven that employees who work flexibly, whether that’s compressed hours, part time or at home are more productive.
There are several key components for making flexible working operate effectively in your business:
- A structured process for objectively considering flexible working requests, and their impact on the business.
- Judging employee performance by outputs (what they have delivered/produced) rather than inputs (i.e. time spent working). A simple but robust performance management process with clear objectives and measures will help with this.
- A company culture and attitude where flexible working patterns or locations are seen as equally valid as a full-time, office-based working week.
If you would like to discuss how to handle flexible working requests from your employees, or understand how flexible working could help your business operate more effectively, then get in touch – email@example.com