Flexible working

Complimentary Webinar Slides:

HR – Flexible Working

28 January 2014

Joanne Vose

© The Business Springboard Limited 2013

A little bird told me….

0113 322 7240 [email protected] www. shorebird-rpo.com

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About Your PresenterJoanne holds an MA in Human Resource Management, is a fully qualified Member of the Chartered Institute of Personnel & Development and is a qualified NLP Practitioner. With considerable experience in people management and training interventions, Joanne’s consultancy and training is valued by her clients for her practical and business orientated approach, providing a complete people management solution to support organisational goals.

Joanne delivers a number of modules for The Business Springboard, including The 4D Manager and the Leadership & Management Development Programme, both of which are recognised for progression to further education.

In addition, Joanne co-presents our HR – Law & Practice seminars, giving legal updates and practical advice on people management developments and issues.



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These materials are designed solely for the use of participants on our courses. These materials shall not be copied or reproduced in any format whatsoever without the prior consent of The Business Springboard Limited.The content of these materials does not constitute advice tailored to any participant’s specific needs and to the maximum extent permitted by applicable law, The Business Springboard or any of its employees or associates shall not be held liable for any direct, indirect or consequential loss or damage arising as a result of use of these materials.



Welcome

Flexible Working – What is it?? What the law says Mutual Benefits Some Success Stories Implementation Questions & Answers



Flexible Working – What is it?

Allows a work-life balance: Being aware of different demands on time &

energy Having the ability to make choices in line

with the allocation of time & energy Knowing what values to apply to

choices Making choices



Why Should we Consider It? Social & economic changes, such as

greater numbers of women in the workforce & the expectations of younger employees

Growing reluctance to keep the long-hours culture

Rise of the 24/7 society Technological advancements Legal requirements Employer benefits!



What the Law Says Parents of children aged 16 or under, or

disabled children under the age of 18 have the right to apply to their employer to work more flexibly if they have: worked for their employer for 26 weeks

continuously at the date that the application is made

not have made another application to work flexibly under the right during the past 12 months



Fair Grounds to Reject

Extra costs which will damage the business The business won’t be able to meet customer demand The work can’t be reorganised among other staff People can’t be recruited to do the work Flexible working will have an effect on quality and

performance There’s a lack of work to do during the proposed

working times the business is planning changes to the workforce



The Future….

Increase right to all employees Duty to deal with request in reasonable

manner & timeframe Guidance to prioritise



However…

The Department for Business, Innovation and Skills (BIS) confirmed no longer possible to implement extension on 6 April

Government will look to implement the extension at “an appropriate date as soon as possible this year”.



Benefits of Better Work-Life Balance Arrangements

Traditionally women with young children have been main beneficiary

Now these arrangements also benefit employees without children

The employer should also benefit from better work-life balance arrangements



The Business Case for a Work-Life Balance

CIPD reports the following business benefits:

Higher productivity & competitiveness

Increased flexibility & customer service, e.g. to cover absence & holidays

Raised morale, motivation, commitment & engagement



The Business Case for a Work-Life Balance (cont …) Reduced absenteeism Improved recruitment & retention of

a diverse workforce Wanting to become an ‘employer of

choice’ Meeting legal requirements



Types of Flexible Working Flexible working hours – daily, weekly,

monthly, etc Self-rostering Annualised hours Flexible working location Special leave availability Career breaks Health, well-being & employee assistance

programmes



Success Stories HSBC – ‘Family Friendly & Childcare Options’

In 1988 30% of women returned after maternity leave, now 85% return

Rank Xerox USA ‘Extended hour 4 day week’ Absenteeism fell by 30%

Transport & productivity Olympic games

Hewlett Packard, Financial Services ‘Compressed Working Week’ Productivity increased from 37 transactions to 63

per day



Problems With Work-Life Balance Arrangements

Incur additional cost to set up, including increased managerial workloads Should be outweighed by the benefits

of achieving strategic objectives Line management resistance

Often based on false assumptions about the likely problems that the new arrangements will cause



Setting Up Work-Life Balance Arrangements

Steps:Find out what employees needs are and how far

they are being met – What type of conflicts are employees facing? Home situations & consequences of home

commitments Use exit interviews – balance issues? Ensure policy inclusive – all employees should

benefit Involve employee from the start Establish a business case for improving work-life

balance Relate to bottom line, communicate to most

influential people in the organisation & other bodies such as trade unions

Identify financial resources & key personnel



Setting Up Work-Life Balance Arrangements

(Cont …) Focus on organisational culture Must accommodate flexibility, innovation &

empowerment Trust is vital Rather than putting emphasis on

presenteeism, it should be on performance & targets

Flatter organisational structure where employees work in teams & are empowered makes implementation easier

Managers set example – becomes part of culture



Questions & Answers



HR Law & Practice

Need to keep up to date with employment law? Want expert advice on how to put the latest

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HR professionals. Our programme of regular employment seminars and interim updates bring you an essential combination of legal expertise and practical advice.

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Flexible working

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