Welcome to the modern age of work! Gone are the days when working life meant strict core hours and nine-to-five schedules, an office-based existence, and little room for personal needs. Instead, we're entering an era where flexible working is the buzzword, promising to revolutionise our work-life balance and inject much-needed flexibility into our professional lives.
So, what exactly is this promising new trend, and how could it reshape your working world? In this blog, we'll be your trusty guides, leading you on a journey to explore the ins and outs of flexible working. From flexi-time to job sharing, remote working to compressed hours or part-time working, we'll help you understand the myriad of ways work can be adapted to better fit you, rather than you fitting work.
Join us as we delve into the dynamic world of flexible working, a landscape teeming with potential and ripe for exploration. Whether you're an employee seeking a better balance and greater control or an employer wanting to understand the benefits of a new work pattern, we're here to help you navigate this exciting terrain. So, buckle up and let's get started on our voyage into the flexible future of work!
In this blog, we cover the following topics on how to work flexibly:
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What is meant by flexible working?
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Types of flexible working
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What are the overall benefits of working flexible hours?
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What are the disadvantages of a flexible working pattern?
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Is flexible working available to all employees?
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How to ask for flexible working arrangements
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What happens after you make a flexible working request?
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What to do if your flexible working request is denied
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Career advice and flexible working salaries
What Is Meant By Flexible Working?
Flexible working, as the name suggests, refers to a working arrangement that breaks the traditional 9-to-5, five-days-a-week template. It offers a progressive approach, giving employees the flexibility in a reasonable manner to adjust their working hours, locations, and patterns to better accommodate their personal needs.
The intention is to cultivate a harmonious work-life balance, supporting the modern-day workforce in juggling personal commitments with work obligations. This concept embodies a significant shift in the UK’s working culture, recognising that everyone’s life outside of work is different, and accommodating those differences can lead to happier, more productive employees.
At its heart, flexible working aims to be mutually beneficial. For the employer, it can be a means to enhance productivity, reduce absenteeism, and retain skilled staff. It's also an effective way for companies to grow a workforce with diverse skill sets. For instance, hiring internationally allows for the inclusion of fresh perspectives within your team, with the added benefit of accommodating flexible work hours based on their respective time zones.
For the employee, flexible working can alleviate stress, improve job satisfaction, and foster a healthier work-life balance. Though it might seem like a leap away from the norm, flexible working isn’t just about change; it’s about adapting to a workforce that’s continually evolving.
Types Of Flexible Working
There are several types of flexible working, each designed to accommodate different needs. ‘Flexitime’ allows employees to choose their start and finish times within agreed limits. Working full time hours, it can be incredibly useful for those with childcare or other care responsibilities, or those who wish to avoid rush-hour traffic.
Another common type is ‘compressed hours’, where an employee works their agreed hours over fewer days. For instance, they might work their usual hours over four long days instead of five regular ones. ‘Part-time’ work involves working fewer hours than a full-time job, often with a set but reduced schedule.
‘Job sharing’ is another form of flexible working pattern, where two people share the responsibilities and hours of one full-time job. It can be an excellent solution for those who want to continue in their role but with reduced hours.
‘Remote working’ or ‘home working’ allows employees to perform their duties from a location other than the traditional office environment, which has been significantly popularised by the digital revolution and, more recently, by the global pandemic.
So, to recap the flexible working pattern definitions are as follows:
Flexible Start: This refers to a flexible working arrangement where an employee has the freedom to start their working day at a time that suits them, within certain boundaries. For example, an employee might choose to start work at 7am instead of the traditional 9am, providing it aligns with the business requirements and doesn't hinder productivity.
Compressed Hours: In a compressed hours arrangement, an employer agrees an employee works their total agreed hours over fewer days. For instance, instead of working 40 hours over five days, an employee might work the same hours over four days. This often results in longer working days, but provides additional days off.
Part-Time Hours: Part-time jobs involve working fewer hours than a standard full-time week. The hours can be arranged in various ways – for instance, shorter days five days a week, or full days for just a part of the week. It's a useful option for individualscof working families who need to balance work with other commitments.
Job Share: A job share is a type of flexible working where two (or sometimes more) people share the responsibilities and hours of one full-time job. Each person will work their own hours for a part of the week, and they'll overlap on some days for handover and to ensure continuity. This allows for the benefits of full-time employment, such as maintaining a professional role and income, but with the flexibility of part-time hours.
Work from Home: Work from home jobs, also known as remote working, is an arrangement where employees perform their regular duties from home instead of commuting to a traditional office environment. This often relies on digital technologies for communication and collaboration, and can offer significant flexibility in terms of working hours and elimination of commuting.
Hybrid Working: Hybrid working is a flexible work model that combines elements of remote working (such as working from home) and office-based work. Employees might spend some days of the week at their workplace and other days working remotely. This model aims to strike a balance, harnessing the advantages of both face-to-face interaction and the flexibility of working from home.
What Are The Overall Benefits Of Working Flexible Hours?
Flexible working has many benefits, for both employees and employers. For employees, the most obvious benefit is an improved work-life balance. Being able to adapt work to personal commitments, from school runs to caring responsibilities, reduces stress and improves overall job satisfaction. It can also offer cost and time savings, reducing or completely eliminating commuting time.
For many employers here, flexible working can lead to a happier, more productive workforce. Increased job satisfaction can reduce staff turnover and the associated costs of recruitment and training. It can also improve the organisation’s reputation, making it a more attractive proposition to prospective employees.
However, the benefits of flexible working go beyond just the individual or the company. A reduced need for commuting can also have a broader positive impact on the environment, helping to reduce carbon emissions. In this way, flexible working also contributes to sustainability goals.
Moreover, from a financial standpoint, adopting flexible working policies can bolster a company's ESG (Environmental, Social, and Governance) profile. The environmental component is enhanced by the decrease in carbon emissions from reduced commuting. Socially, flexible working supports worker well-being and satisfaction, which can foster a more positive and productive company culture.
What Are The Disadvantages Of A Flexible Working Pattern?
While there are numerous advantages to flexible working, there are also some potential drawbacks that need to be considered. For one, managing a team whose members work different hours or from different locations can be challenging. This can make it difficult to schedule meetings or coordinate projects, and could potentially impact team cohesion.
Remote working, in particular, can sometimes lead to feelings of isolation among employees. Without regular face-to-face interaction with colleagues, some individuals may feel less connected to the team or organisation. There’s also the risk of work-life boundaries blurring, with the possibility of work infringing upon personal time, leading to an inability to ‘switch off’ and potential burnout.
From an employer’s perspective, certain jobs may not be suitable for flexible working due to the nature of the work or the need for direct supervision. There can also be additional costs involved in setting up remote working facilities, including technology, security measures, and training.
Is Flexible Working Available To All Employees?
*Since 2014, all UK employees who have been with their employer for 26 weeks or more are legally entitled to make a statutory request for flexible working arrangements. This is not limited to parents or carers, as was previously the case, but extends to any employee seeking a better work-life balance. However, it’s important to note that while employees have the legal right to request flexible working, it is not an automatic right to have it granted. Employers can decline the request on reasonable business grounds.
Different industries and companies will have varying levels of flexibility. Some roles, due to their nature or the sector in which they operate, may not be able to accommodate flexible working as effectively as others. Each flexible working request should therefore be considered on an individual basis, taking into account both the needs of the employee and the operational requirements of the business.
How To Ask For Flexible Working Arrangements
To formally ask for flexible working arrangements, employees should make a written request to their employer. The request should clearly outline the desired changes (such as reduced hours, working from home, or changing shift patterns) and explain how these changes would affect the business, if at all. Employees should also consider potential solutions to any issues the changes might create. For example, they could suggest a trial period to demonstrate the arrangement’s feasibility. At the end of the time limit, a final decision can be made to introduce a permanent change, revert back to the previous working pattern, or start a new trial period for an alternative pattern.
Remember, it’s essential to have an open and honest discussion with your employer. They may not be aware of your personal circumstances, and understanding your needs can help them consider your request more effectively. Be prepared to be flexible yourself, and consider any counter-proposals your employer might make.
What Happens After You Make a Flexible Working Request?
Once you’ve made a formal flexible working request, your employer is legally obliged to consider it. They should arrange a meeting with you to discuss the request in more detail, consider the potential impact of informal request on the business, and explore any possible solutions to address concerns.
After the meeting, your employer should give you a decision in writing as soon as possible. If they agree to your request, they should set out the new working arrangement and explain when it will start. They should also review the employees work arrangement periodically to ensure it is working as intended for both parties.
What To Do If Your Flexible Working Request Is Denied
If your request for flexible working is denied, your employer must provide a clear business reason for their decision. This could be based on cost, inability to reorganise work among existing staff, detrimental impact on performance, or any other reasonable ground.
*If an employer refuses your request and you feel it has been unreasonably refused, you could consider raising a grievance with your employer or seeking advice from a trade union representative (if applicable) or an employment law specialist. In some cases, you might be able to take your claim to an employment tribunal. However, this should be seen as a last resort, as it could strain the employee-employer relationship. It’s usually better to try to resolve the issue internally first, perhaps by suggesting a compromise or finding another solution that meets both your needs and the needs of the small business itself.
Career Advice And Flexible Working Salaries
Any change to our working lives requires careful consideration. Whether you intend to stay with the same employer or seek an employment contract elsewhere, we recommend reading our career advice and updating your CV using one of our free CV templates.
Further beneficial research for flexible workers, or those who are contemplating working flexibly, is to check the average salary and pay range for job titles and careers in the following sectors:
*This information should not to be considered legal advice and is just our understanding of employment law. We accept no liability for the accuracy of this information.
Flexible Working Arrangement FAQs
Next, we answers the frequently asked questions of employees and employers on flexible working arrangements, flexible working policies, and the statutory right to request a new working pattern.
WHAT ARE EXAMPLES OF FLEXIBLE WORKING?
Examples of flexible working in the UK could include part-time work, flexitime, job sharing, compressed hours, annualised hours, staggered hours, and phased retirement.
HOW DOES FLEXIBLE WORKING HOURS WORK?
Flexible working hours operate by allowing employees to adapt their work schedules to better suit their needs. This could mean starting and finishing work at different times each day, working from home some days, more work hours or condensing the same hours into fewer days.
ARE YOU ENTITLED TO FLEXIBLE WORKING HOURS?
*As of 2014, all employees in the UK who have been with their employer for twenty-six weeks or more are entitled to request flexible working hours. However, it is the employer's decision and after they consider the request, they can refuse on reasonable business grounds.
WHAT ARE THE BENEFITS OF WORKING FLEXIBLE HOURS?
The benefits of working flexible hours can include improved work-life balance, increased job satisfaction, reduced commuting time, potential cost savings, higher staff retention, and increased productivity.
ARE THERE ANY DOWNSIDES TO FLEXIBLE WORKING?
Possible downsides to flexible working could include difficulties in managing and coordinating staff, potential for work to spill over into personal life, potential for feelings of isolation among remote workers, and possible challenges to communication and team cohesion.
WHO CAN REQUEST FLEXIBLE WORKING?
*Any employee in the United Kingdom who has been with their employer for at least 26 weeks has the right to request flexible working. It's then up to the employer to consider the request and make a decision.
IS FLEXIBLE WORKING RIGHT FOR MY BUSINESS?
Whether flexible working is right for your business depends on various factors. It can improve staff morale and productivity, potentially reducing staff turnover. However, it requires careful management to ensure effective communication and coordination among team members. It's crucial to consider the nature of the work, the need for face-to-face interaction, and the capacity to monitor performance remotely.
