Flexible Working

Working patterns are changing dramatically, driven by new legislation and the increasing demands from employees for an improved work-life balance.

The UK´s most progressive companies are finding that a flexible workplace is a productive workplace. Research shows that flexible working increases output and efficiency while enhancing staff satisfaction, recruitment and retention.

	Find out everything you need to know about the new legislation on flexible working and how your business can benefit by downloading our free guide to flexible working. Download our Guide to Flexible Working Download our Flexible Working Case Study

How does my business benefit from flexible working?

• If your staff and customers are happy, it stands to reason that your business should be better off too
• Retention and recruitment of skilled staff
• Raising staff morale
• Cutting absenteeism
• Being able to adapt effectively to changing market conditions
• Allows employers to look again at working patterns
  

One study of 4,000 people found that flexibility was more important to them than having an extra £1,000 a year.

A study by the DTI revealed that if just 10% of non-working mothers returned to work after maternity leave, employers could save up to £39million each year in recruitment costs alone.

How does offering flexible working help my workers?

Contented workers tend to be more productive and motivated workers.

Significant increases in loyalty to the organization and lower stress levels.

Offering flexible options may make an employer a more attractive proposition to a wide range of candidates. Gaining a reputation as an employer of choice gives workers a greater sense of pride.

How do my customers benefits from me offering flexible working?

Flexecutive, in association with The Society and SHL, researched and measured the performance of 250 flexible workers, all of whom worked in managerial positions. The researchers asked their own managers to rate them across a range of performance markers compared with their full time colleagues. The striking conclusions were that:

• Managers rate 96% of flexible workers as outperforming traditional full-time colleagues
• 70% of job sharers were judged to be producing 30% more output than their full-time colleagues
  

Flexible working also allows employers to maximize available labour, tying in customer demand to levels of staffing.

There is also evidence to suggest that flexible working cuts the number of days lost - and reduced absenteeism benefits both employer and customer alike.

Types of flexible working

Flexitime – employees work a fixed core time but with variable start and finish times. This can be used to fit in with commitments of staff and the business.

Job-sharing – one job is shared by two or more employees

Term-time working – allowing parents and others to work a flexible pattern or perhaps not work during school holidays

Remote home working & teleworking – for all or part of the week

Breaks from work – allow people time off for certain circumstances without formal end to the employment, retaining their skills for the business

Staggered hours – which can fit in with school drop-offs and other regular occurrences

Time off in lieu of additional hours worked – particularly useful in organizations without a formal overtime payment structure

Compressed working hours – working the hours for five days in four days, for example

Shift-swapping – allows colleagues to work out between themselves the best way to fit with their commitments and ensures that the relevant working hours and tasks are still covered

Self-rostering – effectively puts the onus on the staff member to work out the patterns that suit them, while ensuring that the work is still covered off

Annualised hours – working more hours at key times of the year and less at others