Page 24 - BOSS Today Issue 61

BOSS Today #61 DOWN TO BUSINESS
his change isn’t about forcing employers
Tinto unworkable situations but about
fostering dialogue to improve work-life
balance and inclusivity.
This also isn’t a new challenge – it’s a
reality that employers need to navigate
effectively. But how can you ensure that
your business adapts while also balancing
your operational needs? Here’s everything
you need to know about managing flexible
working requests, including when you can
say “no” and how to make this a win-win
situation for everyone.
What is the ‘Day 1 Right’ to
Flexible Working?
Under the updated rules, all employees can
submit a flexible working request from
their first day on the job, and employers
must respond to this within two months.
Employees can now make two requests
per year, giving them greater freedom
ADAPTING TO their needs evolve.
to adjust their working arrangements as
Flexible working could involve
changes like:
THE FUTURE n Remote working
n Flexible start and finish times
n Compressed hours
n Job sharing
n Part-time work
OF FLEXIBLE n Hybrid arrangements
It’s all about giving people the chance to
work in a way that suits their lives – while
still getting the job done.
WORKING Why Does it Matter?
The short answer is that flexible working
is now a priority for most employees.
Research by the CIPD found that over
60% of workers say that flexibility helps
them manage their work-life balance,
and over half believe it makes them more
productive. In other words, it’s something
SINCE APRIL 2024, EMPLOYEES IN THE UK HAVE HAD THE RIGHT TO employees now actively seek when
REQUEST FLEXIBLE WORKING FROM DAY ONE OF THEIR EMPLOYMENT. choosing where to work.
The thing is, it’s not just good for your
team, it’s good for your business, too.
Offering flexibility can make you a magnet
for top talent, reduce staff turnover, and
even improve morale. Happy employees’
mean better business results.
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BOSS Today #61
Can You Say ‘No’? Start by fostering open communication
The law gives employees the right to ask within your teams. If one person is
for flexibility, but it doesn’t mean that working remotely while others are in the
employers have to say ‘yes’ to every office, how do you make sure that no one
request. There are legitimate reasons to feels left out? Providing regular check-
turn down a proposal if it doesn’t work ins, virtual catchups, and clear goals can
for your business. For example, you might help everyone stay connected and on the
refuse if: same page. The law gives employees the
n The change would hurt your Also, don’t forget about team leaders. right to ask for flexibility,
customer service. They’re the ones who are handling these but it doesn’t mean that
n You can’t reassign tasks or cover requests day-to-day, so make sure that
the workload they’ve got the training and support they employers have to say ‘yes’
n It would lead to significant extra costs need. Managing flexible teams is a skill to every request. There are
n The role simply isn’t suitable for flexible and, like any skill, it takes practice. legitimate reasons to turn
arrangements (think shift workers/
shop floor) Inclusivity and the Bigger Picture down a proposal if it doesn’t
One of the best things about flexible work for your business.
The key here is transparency. If you’re working is its potential to make your
rejecting a request, you should clearly workplace more inclusive. Think about
explain why and be open to discussing it - parents juggling school runs, carers
alternatives. Maybe you can’t agree to looking after loved ones, people with
arrangement might work. Flexibility, after difficult – flexibility makes work
a full-time remote setup, but a hybrid
disabilities who might find commuting
accessible to all.
all, goes both ways!
This isn’t just good for employees’:
How Do You Handle Requests?
When an employee approaches you with
it’s good for your business. A diverse
a flexible working request, the best thing workforce brings new perspectives,
fresh ideas, and better decision-making.
you can do is to listen. Ask them why
Plus, it shows that you’re serious about
they’re asking for this kind of flexibility
supporting your people, which can
and what they’re hoping to achieve from
it. It could be about balancing childcare,
boost your company’s reputation as an
managing health needs, or even something employer of choice.
as simple as wanting to avoid a dreaded
Flexible Working Isn’t a Threat –
commute.
Once you understand their needs,
It’s an Opportunity
think about how it might fit into your
Yes, handling flexible working requests
business. Could it improve productivity? might feel like creating extra admin, but
it’s worth it in the long run. By embracing
Would it help to retain a great employee?
flexibility, you’re not just ticking a legal
If you’re unsure, don’t be afraid to suggest
box – you’re building a happier, more
a trial period to test the waters. Flexibility
engaged, and more productive team.
doesn’t have to mean committing to
something forever. If you’re unsure how to make it work,
It’s Not All Smooth Sailing, start small. Offer a trial, experiment with
and That’s Okay different setups, and learn as you go.
Adapting to flexible working isn’t always Flexibility is about finding what works
easy. It can throw up challenges, like for your business as much as it is about
ensuring fairness across the team or meeting your employees’ needs.
managing communication when people
are working across different hours or For more information and support
locations. However, with a bit of effort and get in touch with HR Business Partners
creativity, it can be solved. click here.
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