Flexible Working

What is flexible working?

Flexible working is a type of working arrangement that allows employees to have more control over when, where, and how they work. This can include options such as telecommuting, job sharing, part-time work, compressed workweeks, and flexible scheduling.

The goal of Flexible Working is to provide employees with a better work-life balance, increase job satisfaction, and improve employee retention. Employers who offer flexible working arrangements can also benefit from increased productivity, reduced absenteeism, and lower turnover rates. It can also help to improve employee morale and engagement, and to comply with legal requirements in some countries.

Why is flexible working used?

Flexible Working is used for several reasons, including: HBR’s work-life balance research shows that flexible working is now the second most important factor in job decisions after compensation, overtaking benefits, career progression, and job security for most knowledge workers.

1. Work-life Balance: Flexible working arrangements can provide employees with a better work-life balance by allowing them to have more control over when, where, and how they work.
2. Improved Job Satisfaction: Flexible working can increase job satisfaction by allowing employees to have more autonomy in their work schedule.
3. Employee Retention: Flexible working can improve employee retention by reducing turnover rates and absenteeism.
4. Increased Productivity: Flexible working can increase productivity by allowing employees to work during their most productive hours.
5. Cost Savings: Flexible working can save employees money on transportation, clothing, and other work-related expenses.
6. Attracting and Retaining Top Talent: Flexible working can be used as a recruitment and retention tool, as it can help to attract and retain top talent.
7. Legal Compliance: Some countries have legal requirements for employers to offer flexible working arrangements, such as the right to request flexible working in the UK.
8. Modern Workforce: Flexible working is becoming more important as the modern workforce has evolved, and as the demands of work and personal life have become more complex.

What is the process of implementing flexible working?

The process of implementing Flexible Working can vary depending on the organization and the specific type of flexible working arrangement being considered.

However, a general process may include the following steps:

1. Identify the Need: Determine why flexible working is being considered, such as addressing employee needs or increasing productivity.
2. Develop a Plan: Create a plan for how flexible working will be implemented, including details such as which positions will be eligible, what specific arrangements will be offered, and how it will be managed.
3. Communicate the Plan: Share the plan with employees and management, and provide training and support as needed.
4. Implement the Plan: Put the plan into action, and monitor the results to ensure that it is meeting the desired goals.
5. Review and Adjust: Continuously review and evaluate the success of the flexible working arrangement, and make adjustments as needed.

It is important to note that some companies may have different policies, procedures and laws that they need to consider before implementing Flexible Working.

SHRM’s flexible work guidance highlights that organizations with formal, consistently applied flexibility policies see higher participation and better outcomes than those relying on manager discretion, which creates inequity and resentment.

Flexible working is now a prerequisite for competitive talent attraction and retention. Organizations using pre-employment assessments ensure every hire is grounded in verified skills. A data-driven hiring plan reduces mis-hire risk, while strong talent acquisition practices focused on skills-based hiring help organizations attract and retain top talent.

Frequently asked questions