Tag Archives: flexi

The Right to Request Flexible Working- It’s Finally Here!

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The legislation is officially coming into force today, 30th June 2014. Woohoo!

It’s finally here! UK employees now have 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.

But what does this really mean? Here are a few of your top questions answered:

What counts as flexible working?

Many different modes of working can be described as flexible employment. These include:

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.

Does the new flexible working legislation guarantee that I can work flexibly?

No, as there are reasons that your employer can use to turn down your request for flexible. However, in rejecting your request they must provide

For what reasons can my employer turn down my request for flexible working?

There are several reasons why your employer may turn down your request for flexible working. For example:

  • Implementing flexible working may involve extra costs which would be detrimental to the business
  • Flexibility would not allow 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
  • 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

Where should  I go to get more information on flexible working?

If you require more information on these changes go to GOV.UK, or ACAS.

If you’re looking for a new flexible role, sign up to Flexiworkforce today!

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Happy Flexi Day!




Jobseekers- Stop Assuming the Worst!

Seeking new employment can be tough, but keep these tips in mind to prevent negative thoughts from helping you take positive actions when it comes to your career.

 – Believe that you are a highly qualified individual Employers specify that they want qualified applicants, but that does not solely refer to applicants with relevant educational qualifications and certificates. In many ways, real-world experience counts for more than qualifications which look good on paper, but in reality do not match up to relevant knowledge and skills. And do not be put off if your experience is not 100% relevant to the job you are applying for. Look for the transferable skills that you have gained from your experiences. This will impress employers and make you far more attractive as a potential candidate.

Words of wisdom from the inspirational Beyonce

-Believe that your confidence will shine through anxiety We’ve all been there. You’re in an interview and something happens which throws you way off course. Perhaps you stumbled over your words, or completely blanked for an awkward 30 seconds while desperately thinking of what to say in response to a question. You are not alone, this really does happen to everyone at some point. The important thing is to not let it get to you. Pick yourself up, take a deep breath and carry on! Your interviewer may pick up on your nerves, but exude tenacity, confidence and positivity, and your skills and experience will shine through your nerves.


-Believe that the opportunity is out there One of the biggest myths around is that there are no jobs. If this is that case, then why are so many great employers in constant need of skilled individuals to work for them? All too often, jobseekers assume that they hold no power and underestimate the value of their skillset. Keep yourself up to date by regularly checking job descriptions and think about which of your skills apply to these jobs and what you could add to your CV, in order to learn how to market yourself more effectively to employers.


– Benefit from your love of learning So you finished uni years ago. So what? Life is one long learning curve, and the most attractive candidates to employers are the ones that love to learn, and are always willing to expand upon their existing skillset. The world is rapidly changing and it helps to stay on the ball with the latest trends in employment, politics, culture and technology. Foster a love of learning today and you will be thankful for it tomorrow

   And go live your dreams!

Employers- Tips for Making Flexible Work Work!

How to instill a culture of trust around a flexible workplace

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While big businesses are slowing leaning towards flexible hours, a large proportion of start-ups are ‘born agile’ and come into being as a result of work done according to flexible schedules.

However, the eternal dilemma for companies large and small is how they can make flexibility work for both the employers and the workers. It’s clear that the knowledge and skills required to instill flexibility still evade many employers, including those who would undoubtedly benefit from using their resources more efficiently.

The operative word here is TRUST. There must be a high degree of respect on both sides and it helps to be organised, diligent and in regular contact. Here are some tips on making flexible work work for you:

COMMUNICATE– Do you worry about how your employers are spending their time? You’re not alone. According to one study over half of employers who endorse flexible hours claim that they worry if employers are making the best use of their time. The solution to this is regular, honest communication. A quick email here and there will help to ease your fears, and your workers will appreciate regular guidance and direction.

USE THE TOOLS THAT ARE OUT THERE– Many companies now enjoy the benefit of specific reporting and monitoring tools to aid the management of flexible hours. With many programmes like this available to employers, there’s no excuse for not using technology in the quest for flexibility.

KEEP TABS ON SUCCESSES AND FAILURES– Don’t leave anything to chance. That is to say, be explicit in your guidelines, and ensure that everyone is on the same page when it comes to flexibility and productivity. In theory, however, as long as your workers produce consistent, quality results, flexible working is doing its job for your company.

 Simply striving for greater flexibility is enough to help nurture a culture of trust between you and your employees. Appreciate achievements and keep tabs where you think there could be improvements, and soon, flexibility will become second nature to you and your company!

Ref: Paul Migliorini

Mirror, Mirror on the Wall, Flexible Working is King of All



Working flexibly looks different to everyone. It could be part-time working, nine-day fortnights, not working the school holidays, taking a conference call at 10pm, or leaving the office early to go to the gym.

It is about giving people the opportunity, wherever feasible, to work the hours and in the location that best helps them maximise the personal contribution they make.

It isn’t about working less or working more, but about having greater control over how to get your work done more effectively. This ultimately enhances the performance of the organisations we work for, while considering the team’s needs and ensuring customers and clients take priority.

When I speak to people about Flexiworkforce and what we are trying to achieve, particularly men, they immediately jump to the conclusion that it is a product for women returning back to work after childbirth and is to do with part time or job share working. SO WRONG!!

Modern flexible/agile working is so much more than this 1970s view.

Flexible working in 2014 encompasses:

-Part time working- working less than full-time hours (usually by working fewer days).

-Flexitime- the employee chooses when to start and end work (within agreed limits) but works certain ‘core hours’, eg 10am to 4pm every day.

-Job sharing- 2 people do 1 job and split the hours.

-Term time working- working only during school term times and having school holidays off to be with their children.

-Working from home- it might be possible to do some or all of the work from home or anywhere else other than the normal place of work. Also known as teleworking or remote working.

-Compressed hours- working full-time hours but over fewer days.

-Sabattical / Career breaks- is a rest from work, or a break, often lasting from two months to a year.

-Staggered start / end times- the employee has different start, finish and break times from other workers.

-Annualised hours- the employee has to work a certain number of hours over the year but they have some flexibility about when they work. There are sometimes ‘core hours’ which the employee regularly works each week, and they work the rest of their hours flexibly or when there’s extra demand at work.

There is also contract, temporary and freelance working.

With this much choice on offer for both workers and businesses must be able to find a combination that fits.

Flexiworkforce will launch in early 2014 and will bring with it the cream of the crop of  UK employers that promote and understand the needs and wants of flexible workers- CARPE DIEM!

Career Women, Then and Now

In the 1970’s career women struggled to maintain their image in the workplace as they were being discriminated against – as The Pregnancy Discrimination Act wasn’t passed until 1978. While women entered the workforce in droves during this time, they were in no way treated equally to men in pay, the positions they held or their ability to climb the corporate ladder.


In the 1990’s through the 2000’s we saw a huge change to this as the amount of career women in the workplace had increased rapidly. An example of this would be that in 2009, 43% of women were lawyers which is a huge amount in comparison to the 4% of women lawyers in the 1970’s. Women being more established within the workplace have given them the chance to take extended career breaks.

The problem we now face is helping women return to work at a steady place to help make them feel comfortable, not overwhelmed. We aim to help women returners with the use of flexible working.