Flexible working has become a buzzword in modern employment, reflecting a shift towards more adaptable work arrangements. But what exactly does it entail, and why is it gaining traction? This blog post delves into the concept of agile, remote and hybrid working, its current trends, and what the future holds.
Understanding Flexible Working
Flexible working refers to any work arrangement that allows employees to have greater control over their working hours, location, or both. This can include options such as working from home, flexitime, compressed hours, job sharing, and part-time work
Types of Flexible Working
Flexible working encompasses a variety of arrangements that allow employees to tailor their work schedules to better fit their personal and professional lives. Here are some of the most common types:
Remote Working
Remote working, also known as telecommuting, allows employees to work from a location other than the office, often from home. This arrangement became particularly popular during the COVID-19 pandemic, as it enabled businesses to continue operations while adhering to social distancing guidelines. Remote working offers numerous benefits, including reduced commuting time, increased flexibility, and the ability to create a personalised work environment. However, it also presents challenges such as potential isolation and the need for robust digital communication tools.
Flexitime
Flexitime allows employees to choose their start and finish times within agreed limits. This arrangement typically includes core hours during which all employees must be present, while the remaining hours can be adjusted to fit personal needs. For example, an employee might choose to start work at 7 am and finish at 3 pm, while another might prefer a 10 am to 6 pm schedule. Flexitime promotes a positive work-life balance and can lead to increased job satisfaction and productivity.
Compressed Hours
Compressed hours enable employees to work their total agreed hours over fewer days. For instance, a full-time employee might work four 10-hour days instead of five 8-hour days, resulting in a three-day weekend. This arrangement can improve work-life balance by providing longer periods of uninterrupted personal time. However, it may also lead to longer, more intense workdays, which can be challenging for some employees.
Job Sharing
Job sharing involves two or more employees sharing the responsibilities of a full-time position. This arrangement allows employees to work part-time while ensuring that the full-time role is covered. Job sharing can be particularly beneficial for employees seeking to balance work with other commitments, such as childcare or education. It also allows employers to retain talented employees who might otherwise leave due to the inability to work full-time.
Part-Time Work
Part-time work involves employees working fewer hours than a full-time schedule. This arrangement can vary widely, from a few hours a week to just under the full-time threshold. Part-time work offers flexibility for employees who need to balance work with other responsibilities or who prefer a reduced workload. Employers benefit from the ability to attract a diverse workforce and manage labour costs more effectively.
Benefits of Flexible Working
Flexible working offers numerous benefits for both employees and employers. Let’s delve into these advantages in more detail.
For Employees
- Improved Work-Life Balance: Flexible working allows employees to better manage their professional and personal responsibilities. This balance is crucial for overall well-being and can lead to higher job satisfaction.
- Reduced Commuting Time: By working remotely or choosing flexible hours, employees can significantly cut down on commuting time. This not only saves time but also reduces stress and travel expenses.
- Increased Job Satisfaction: Having control over one’s work schedule can lead to greater job satisfaction. Employees feel more valued and trusted, which can enhance their commitment to the organisation.
For Employers
- Higher Employee Retention: Offering flexible working options can help retain top talent. Employees are more likely to stay with an organisation that supports their need for flexibility .
- Reduced Absenteeism: Flexible working can lead to lower absenteeism rates. Employees can manage their schedules to accommodate personal appointments without needing to take time off.
- More Motivated Workforce: A flexible work environment can boost employee morale and motivation. When employees feel their needs are met, they are more engaged and productive
Flexible working is not just a trend; it is a strategic approach that benefits both employees and employers, fostering a more productive and satisfied workforce.
Trends in Flexible Working
The COVID-19 pandemic significantly accelerated the adoption of flexible working practices. Remote working, in particular, saw a dramatic increase, with many organisations realising the potential for maintaining productivity outside the traditional office environment.
The Rise of Remote Working
Before the pandemic, remote working was relatively uncommon, with only a small percentage of employees working from home regularly. However, the onset of COVID-19 forced a rapid shift to remote work as lockdowns and social distancing measures made traditional office work impractical. According to the UK Labour Force Survey, the percentage of people working from home all the time rose from around 5% in early 2020 to 10% by the end of the year. This shift demonstrated that many roles could be performed effectively outside the office, leading to a broader acceptance of remote working.
Uneven Uptake of Other Flexible Working Arrangements
While remote working saw a significant boost, alternative work arrangements, such as job sharing and compressed hours, did not experience the same level of uptake. Data from the CIPD indicates that there was actually a drop in these types of flexible working arrangements during the pandemic. This could be attributed to several factors:
- Nature of the Work: Not all jobs are suitable for job sharing or compressed hours. These arrangements often require a high degree of coordination and may not be feasible for roles that demand continuous presence or specific hours of operation.
- Employer Readiness: Many employers were unprepared to implement these forms of flexible working quickly. The immediate need was to enable remote working, which took precedence over other flexible arrangements.
- Employee Preferences: Employees may have preferred the simplicity and convenience of remote working over other flexible options. The ability to work from home offered immediate benefits such as reduced commuting time and better work-life balance.
Future Trends in Flexible Working
Looking ahead, several trends are likely to shape the future of flexible working:
- Hybrid Working Models: Many organisations are adopting hybrid models, combining remote work with office-based work. This approach offers flexibility while maintaining some level of in-person collaboration.
- Increased Flexibility in Job Roles: As employers become more accustomed to alternative work arrangements, there may be a gradual increase in the adoption of job sharing, compressed hours, and other flexible arrangements. This will require a cultural shift and more robust support systems.
- Legislative Support: The UK Government has introduced reforms to make flexible working a default option where possible. Employees now have the right to request flexible working from day one of employment. This legislative support is likely to encourage more widespread adoption of various flexible working practices.
Conclusion
Flexible working is more than just a trend; it represents a fundamental shift in how we approach work. By embracing agile working practices, organisations can create a more inclusive, productive, and satisfied workforce. As we move forward, it will be essential for both employers and employees to adapt to these changes and harness the benefits of a more flexible working world.
Flexible working, whichever form it takes, requires solutions to manage remote, hybrid, or flexible working employees.
Get in Touch if you’d like to learn more and how we can help you implement and manage Flexible Working in your business
