New 2014 flexible working legislation guide for employers

The arrival of flexible working for all employees was rubber stamped by the Government earlier this year, making it an even bigger reality for the masses. But as a business leader do you feel confident about how to handle a request from employees? Do you feel confused about the steps you need to take to be within the law? More than that, how can you make flexibility a true win-win?

With this in mind we created a short guide to the flexible working legislation to clear up any concerns you may have about dealing with a request. In this blog we set out the main changes to the law, business benefits, and how you can make flexibility work for your business, your team and your customers.

So let’s start with the main changes to the law. The Government legislation now permits any employee with over 26 weeks’ service to make an application to their employer to change their working hours, times or location for any reason. The thinking behind these changes is to remove the cultural assumption that flexible working only applies to parents or carers, and this update will make workplaces more fit for the 21st Century.

The following changes to the law have been made:

From 30 June 2014, every employee has the statutory right to request flexible working for any reason.
Eligibility criteria: employees must have 26 weeks’ continuous employment with their employer, and must not have made another request in the last 12 months.
The strict statutory procedure has been abolished and replace with a requirement that employers consider requests in a ‘reasonable manner’. This means employers must handle requests in a fair way while considering the impacts it could have on the business before making a decision.

Often many leaders want smarter ways of working without restricting flexibility and mobility in their organisations, yet they can get distracted by worrying about the impact flexible working could have on company culture and management control. But flexible working can actually add more agility, control and enrich and diversify culture. Here are some business benefits:

Performance:

Increased efficiency and productivity
Improved customer service and customer loyalty
Faster response times

Culture:

Enhanced sense of community to bind colleagues together wherever they are
A workforce that’s more motivated, empowered and loyal
Reduced commuting, stress and cost
Positive impact on your reputation as an employer
Access to better talent pools

Cost savings:

Lower recruitment costs thanks to higher staff retention
Reduced absenteeism due to decreased overtime/workplace stress
Overhead cost savings from reduced space and utilities demands

Our short guide on the recent changes to the Government legislation on flexible working is designed to help business leaders like you implement flexible working models that not only improve productivity and maintain culture and control, but also enable employees to balance work and personal lives.

What you’ll learn from the guide:

How the working landscape is evolving
Changes to the law and why the legislation has been updated
The steps you need to take if you receive a flexible working request
Guidance on updating your existing flexible working policy

Download your copy now from The 4th Office.

 4thOffice_employers guide flexible working.pdf