
Working in recruitment, we have seen that the traditional 9-to-5 workday is gradually becoming a relic of the past.
Now more than ever, candidates are seeking roles that offer flexible working, and existing employees within businesses are determining their legal rights around the topic.
We’ve delved deep into all things flexible working, discussing what it is, the different forms it takes, the benefits, and your employee’s legal rights.
What are flexible working hours?
Flexible working hours, often referred to as ‘flexitime’ is an arrangement that allows employees to vary their working hours outside of the traditional fixed schedule.
Rather than sticking to the 9-to-5 or 8-to-4, employees have the freedom to choose when they start and finish their workday, providing that they complete the required number of hours in their contract.
Flexible working isn’t one set agreement, it can take many forms, including:
- Staggered hours
Employees start and finish work at different times but are present during core hours.
- Compressed workweek
Employees work longer hours over fewer days, such as four 10-hour days instead of five 8-hour days.
- Part-time work
Employees work fewer hours than full-time employees but maintain a consistent schedule.
- Job sharing
Two or more employees share the responsibilities of a single full-time position, each working part-time.
- Remote work
Employees have the option to work from home or another location, either full-time or on specific days.
- Annualised hours
Employees work a set number of hours over the year, allowing flexibility in how those hours are distributed across weeks or months.
What are the benefits?
Adopting flexible working hours can benefit both employees and employers. In today’s modern world, life doesn’t always fit around the typical 9-to-5 day.
With school hours, medical appointments, commuting and everything else life throws at us, flexible working could be the answer.
- Increased productivity
There’s always the fear that flexible hours could lead to a drop in productivity, but there’s lots of research to suggest that employees who have control over their schedules are often more productive.
Working in the hours that suit them, or their peak hours, will reduce the likelihood of burnout.
- Improved employee satisfaction
Employees who enjoy a better work-life balance are generally happier and more loyal to their employer.
Flexible working hours allow staff to manage personal responsibilities alongside work, reducing stress and increasing job satisfaction. This, in turn, can reduce the number of employees who leave your business.
- Appeal to top talent
We support candidates in finding new roles every day. One key benefit that is a make or break for lots of job seekers is flexible working.
Offering flexible working and encouraging a healthy work-life balance can be the factors that would sway a candidate to take your job over another role.
- Cost savings
The cost-of-living crisis is affecting not only your employees day to day but also businesses around the country.
Flexible working can lead to cost savings, especially when it comes to remote work arrangements.
It will reduce the need for office space, lower your utility bills and will lead to fewer resources spent on office supplies.
- Enhanced diversity and inclusion
Flexible working hours can help you to successfully hire a more diverse and inclusive team.
Parents, caregivers, students, and those with disabilities might find it challenging to work in a role with more traditional hours.
Flexible working hours can help accommodate the needs of a diverse workforce. Parents, caregivers, students, and individuals with disabilities may find traditional working hours challenging.
Flexibility could promote a more inclusive work environment.
Legal rights of employees
- Eligibility to request flexible working
In the UK, all employees have the legal right to request flexible working hours after 26 weeks of continuous employment.
- The employer’s obligation
If an employee submits a request for flexible working, as an employer, you have to legally consider it in a reasonable manner.
This means that you need to assess the feasibility of their request based on the business needs, the impact on other employees, and the ability to meet customer demands.
- Can you refuse?
We would always encourage businesses to accommodate flexible working requests if they can, but you’re entitled to refuse the request if there is a valid business reason.
- Appealing the decision
If an employee’s request is denied, they often have the right to appeal the decision within the company.
Additionally, if the employee believes the refusal was unjust or discriminatory, they may have recourse through legal channels, depending on the local labour laws.
Flexible working hours have a number of benefits, from increased productivity and higher employee satisfaction to better diversity and inclusion practices and reduced costs.
In today’s job market, and in our experience, it can often be a huge selling point for talented candidates looking for a new role.
As the demand for flexible working continues to grow, understanding the legal side of it is crucial.