Flexible working is making some big waves in 2017 as a workplace trend, especially with the General Election coming up next week, will the new governing party take this forward? The opportunity to ramp up the need for more employers to recruit flexibly and accept more flexible working applications should be a key part of the Governments manifesto.
The Chartered Institute of Personnel Development (CIPD) has written its own Manifesto for work in 2017. One key point is “We call on the next government to: Lead and support efforts to create more flexible and inclusive workplaces, to help individuals who are disadvantaged in the labour market, for whatever reason, to access and progress in work.”
There needs to be some follow up since the legal change in 2014 when all employees were given the chance to request flexible working, (as long as they had the compulsory 26 weeks’ service with the employer). The change states you can request to work flexibly but that is where the legislation stops.
Flexible working isn’t just having more flexible starting and finishing times or home working but can also cover part time working, term time only working, school hour working days and job sharing to name a few.
I set up my business after struggling to find a flexible role, after I was made redundant when pregnant. From my own research, I found that generally HR roles are flexible for those who are returning from maternity leave. Flexibility for new roles though? No, that doesn’t seem to happen, even in the world of HR.
Flexible roles are like gold dust – when they do finally come up there is a lot of competition for them. Why not open such sought after roles, which highly skilled women (and men) are just waiting to go into?
Opening such roles not only demonstrate being a good employer who is willing to go that extra mile but it also enables the business to find some of the talent that is currently unused, create a competitive edge (internally and externally), increases diversity and also adds to the general economy.
More than 2/3rds of mothers would go back to work with flexible working. 2.6 million mothers are not currently working, which is currently compromising a whole host of skills/ experience. CIPD People Management, October 2016.
Continuing desire for a more flexible lifestyle surely means it’s only a matter of time before another legal change is bought in. Whether that is stricter legislation, changes around the appeal for flexible working requests (which are currently not statutory), or ensuring your business is flex friendly.
Why don’t you see how you can implement this alternative way of working and blaze a trail for flexible working in the UK. Change can always be tricky to implement, but its nearly always rewarding. Don’t have the time on where to start or know how? Then let us help you… HR Puzzle, the missing piece in your business.