With the way we work changing dramatically in the last decade, there has been a rise in demand for flexible working. Some employers are already seeing the benefits of this change, and employees too.
In fact, according to the CIPD, 87% of the UK workforce would like to work more flexibly, and there is a strong demand for flexible working from men and women and across all age ranges.
Here, we explore the benefits of flexible working, how it changes existing working structures, and the positive impact on mental health involved in a more flexible working day.
What is flexible working?
Flexible working is the name given to any type of working pattern which is different from the existing working pattern established in your job contract.
Despite the common assumption that the majority of the UK workforce follow a Monday-to-Friday, 9-to-5 routine, this is rarely the case - with only 6% of the population doing so.
Examples of flexible working:
Part-time work, shift work, or working a mix of weekend and weekdays
Changing working hours to fit in with other schedules, such as school hours
Working from home for some or all of your working hours
Flexitime, fitting your working hours around agreed times
What are the benefits of flexible working hours?
Agreeing flexible working hours can benefit both the employee and the employer!
It’s likely that either party has identified an issue that could be solved by implementing flexible working before proposing the idea - that may be less focus during early mornings, an issue with childcare, or something else. By introducing flexible working hours, you can expect the following benefits:
Benefits for employees
Better focus during work hours, leading to higher productivity
Hours outside of work can be used to focus on domestic and family demands
Increase in job satisfaction and motivation
Reduction in the number of sick days or time spent away from work
Benefits for employers
Attraction and employment of a more diverse workforce
Accommodating approach to staff’s domestic and family demands
Boost in staff morale and motivation levels
Improvement in staff retention rates
Increased productivity and job satisfaction
Potential to increase flexibility for customers, e.g. increased contact hours
Provision of the third-most-sought-after job aspect that UK employees are looking for (behind sociable workplace, and competitive pay)
Reduction in staff absenteeism
Savings on the costs of staff absenteeism and recruitment
How to best introduce flexible working hours
If you’re an employee who wishes to take up flexible working hours, you can do so through:
A statutory request
A non-statutory request
The Gov.uk’s guide to flexible working can help you in deciding which is the best approach to take. We also recommend checking how it affects your terms and conditions and any other contracts you hold with your employer.
If you’re an employer looking to provide more flexible working, consider workplace training to coincide with a change in working hours, as a way to further improve your workplace culture and ensure everything goes smoothly.
A change in working hours can also take time to adjust to. You may wish to provide support in the form of time management strategies, and tools to benefit mental wellbeing, such as Calmer’s mental resilience training programme.