Flexible working - the benefits

In April 2003 the government gave all parents with a child under the age of 6 (or under the age of 18 if disabled) the right to request flexible working arrangements from their employer. This was further extended to the carers of adults in April 2007. Studies indicate however that many employers offer more than the statutory requirements when it comes to flexible working patterns.

Flexible working is an agreement allowing both the employee and employer to adjust working arrangements regarding both when and where the employee works. It has become increasingly necessary for employers to offer these arrangements, for a number of reasons. These include the changing labour market, with an increased female labour force and an ageing population meaning that many more employees commonly have caring duties. Other factors include the fast pace of technological developments, which allows for the ease of home working, together with rising expectations of the provision of a 24-hour service.

Flexible working patterns can take a variety of forms with part time or term time only contracts, flexi time, job share and home working often being used when it fits in with the needs of both the employee and the organisation. It is essential that there is a clear policy outlining the parameters of flexible working and these are clearly understood by all parties.

Once implemented flexible working patterns can then provide benefits such as:

• Improved employee retention
  Employers attract employees who would not normally work for them and are able to retain those employees, thereby reducing recruitment and selection costs and building a loyal workforce. Employees have a better work life balance and generally show an increased commitment and performance.
  
  
• Reduced stress levels
  Employees find it easier to cope with family situations and therefore commit more fully to the workplace whilst there.
  
  
• Reduced absence
  Surveys on absenteeism carried out by Kronos Systems indicate that as many as 25% of salaried employees are prepared to admit that they would call in to work sick, in order to enjoy a day off. With flexible working practices, employees are less likely to have unauthorised sick leave if they can work reduced hours on some days and make up the time on others.

Flexible working patterns are seen as a fundamental part of good people management in many companies thus having a positive impact on business reputation.