Advice for Employers
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We recently covered what employees need to know about the forthcoming changes to flexible working legislation. Therefore, today’s blog post will be aimed at employers who wonder how best to make these changes work for their businesses.
Legislation coming into force in June 2014 will mean that all UK employees will gain the right to request flexible working after 26 weeks’ service, rather than only those with children under the age of 17 (or 18 if the child is disabled) and those with other caring responsibilities.
It is clear that this new legislation will bring certain benefits, such an increasingly diverse UK workforce. However, some may be apprehensive about how such a change could affect their business. Here are a few of your top queries answered.
How Can the New Flexible Working Legislation Help my Business?
There is much evidence to suggest that flexible working may have a positive impact upon businesses. This is due to a number of reasons, namely:
- Flexible working may allow companies to hold onto valuable staff,
- Flexible working allows companies access to a wider talent pool, including individuals who for whatever reason are excluded from conventional 9 to 5 hours. Companies with an interest in increasing diversity gain recognition for their achievements.
- Flexible working may help to reduce absenteeism, and also may help to combat stress-related absences.
- Flexibility may increase employee commitment, and there is evidence to suggest that flexibility boosts productivity.
- Companies may be more able to extend opening hours due to the wider availability of the workforce.
- Businesses may save money with the aid of remote/ flexible working, which would allow for resources, including office space and working to be used more efficiently.
What Kinds of Flexible Working Can My Employees Request?
There are many different types of flexible working that your employees can request. It is likely that your business already accommodates at least one of these flexible ways of working:
Job sharing: This usually means two people being employed in the same role and job and splitting the hours.
Working from home: This is when the employee does some (or all) of the work from home or anywhere else other than the normal place of work.
Part time: This refers to any arrangement involving working less than full-time hours (usually by working fewer days).
Compressed hours: This means working full-time hours but over fewer days than normal.
Flexitime: The employee chooses when to start and end work (within agreed limits). Usually, the employee will have previously agreed ‘core hours’.
Annualised hours: The employee is required to undertake a certain number of hours over the year but they have some flexibility about when they work.
Staggered hours: The employee has different start, finish and break times from other workers.
Phased retirement: Now that the previous default retirement age has been phased out, older workers have more choice over their employment. This means that they might reduce their hours or work part-time.
What if Flexible Working is Unsuitable For My Business?
There are many forms of flexible working which are suitable for all businesses, regardless of size or turnover. However, if you find that an employee’s request for flexible working is unsuitable for your company, there are many reasons that enable you to deny the request. There include:
There are several reasons why your employer may turn down your request for flexible working. For example:
- Implementing flexible working request may involve extra costs which would be detrimental to the business
- Implementing the request would prevent the business to meet customer demand
- It is not possible for the work to be reorganised among other staff
- It is not possible for people to be recruited to do the work
- The requested flexible working arrangements would have an effect on quality and performance
- There is insufficient work to do during the proposed working times
- The business is in the process of planning changes to the workforce
How Do I Deal With Requests For Flexible Working?
When you receive a request for flexible working, you should request a meeting within 28 days to discuss your employee’s request.You then must make a decision within 14 days of the meeting and inform the employee of your decision.
If you accept your employee’s request for flexible working you must give the employee a new contract. It is worth noting that your employee has the right to appeal if you don’t agree to the request.
Where Do I Go to Get More Information on Implementing Flexible Working?
If you require more information on the changing legislation go to GOV.UK, or ACAS.
Furthermore, you could read advice on how to implement flexible working for SMEs, and tips for implementing remote working.