“Candidates have an expectation nowadays that for most roles, flexible working to the working day and location will be a given.” - Pam Molyneux

Flexible working is now amongst us everywhere and more and more employers embrace an open approach to discussion and support more than ever. Which is good news.

For those employers who aren’t at this point or have not been involved in such requests to date, here are some of the benefits for your consideration.

Let’s start at the beginning of the employee life-cycle - flexible working can attract top talent.

Candidates have an expectation nowadays that for most roles, flexible working to the working day and location will be a given. Employers who are sticking to 9-5 and 100% office based, are becoming less and less.

Whilst in a role, there can be increased job satisfaction. An employee who has autonomy around what their working day looks like, on the proviso that the work is completed of course, will feel more empowered. This then links into increased productivity and that element of going the extra mile. Employees are more prepared to be flexible themselves, and work or meet with customers at different times to the traditional 9-5 window thereby giving greater coverage of role requirements.

Expectations on each of us seem to be far greater and so flexibility around being able to manage everything in our lives is of greater need. Parents want to do the school run, more people have dogs now and so enjoy walks at lunch time, working from home can allow us to pop to the gym first thing or in our lunch hour. All of this supports a healthier work-life balance and can help to reduce stress and potentially reduce absence.

Understanding the benefits is one thing, making it work is another. Of course, this will always be based on the individual circumstance. Having practical arrangements will help consideration of such requests and create a supportive culture.

There needs to be clear boundaries and staff need time to switch off, so a close eye needs to be kept on staff wellbeing, but we should be doing that anyway, right? Agree when check in’s will take place and make sure they happen.

Consider a trial period if there are concerns, staff being given a voice and an opportunity are more likely to make it work and find a way because of the gains and benefits they face.

Having an open and honest forum in which to discuss the successes and concerns will create a more trusting and co-operative relationship.

Ensure tools to do the job are provided with access to the right things, at the right time need to be worked through.

Remember, we already have duties in place to consider flexible working requests and at some point in 2024 these will be revised, so we will keep you up to date with your obligations as things change. What we know at the moment is:

• 2 requests per year will be allowed (currently 1)

• employer responses within 2 months (currently 3 months)

• employer to consult before a decision is reached (currently no formal requirement)

• employees will no longer have to explain the effect of the request (currently doesn’t really add masses of value, this should be flushed out in the conversations around the request anyway)

• And will be day one of employment right (currently need 26 weeks service)

In the meantime, if you would like to discuss flexible working further, please do get in touch - we love to help with all things people management related.