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Promoting Flexible Working and Employee Well-being |Consensus HR in Herts & Beds

Promoting Flexible Working and Employee Well-being |Consensus HR in Herts & Beds

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In the UK, Consensus HR plays a crucial role in guiding businesses through the complexities of flexible working and employee well-being, ensuring that companies not only meet legal requirements but also adopt best practices that are vital in today’s competitive landscape. As the British Chamber of Commerce’s (BCC) recent survey highlights, flexible working and employee well-being are increasingly seen as essential components of a successful business strategy and for businesses who want to stand out in a crowded job market.

Its survey of 1300 businesses noted that attracting and retaining talent is a key priority for most, but they are operating in a market where, e.g. from May to July 2024 there were 884,000 vacancies in the economy, while the number of economically inactive people (those not looking for work) stood at over 9.4 million.

The BCC research also shows 62% of businesses reporting that they are experiencing skills shortages, rising to 74% for manufacturing firms. Noting that 14% of businesses reported they were unable to hire or retain people specifically because of childcare responsibilities, the BCC suggests that introducing flexible working can help employees balance work with other commitments.

Benefits of Flexible Working:

1. Enhanced Productivity:

    • Consensus HR helps UK businesses implement flexible working arrangements that can lead to higher productivity. In the UK context, the ability to work during the most productive hours is crucial, particularly as the traditional 9-to-5 workday becomes less relevant.
    • Research supported by Consensus HR in the UK indicates that 43% of employees report increased productivity when flexible working options are available.

2. Improved Work-Life Balance:

    • UK employers are increasingly focused on improving work-life balance, and Consensus HR is at the forefront of advising businesses on how to implement flexible working policies effectively.
    • In the UK, 73% of employees report that flexible working helps them achieve a better work-life balance, a figure that Consensus HR frequently cites in their consultations.

3. Attraction and Retention of Top Talent:

    • In the UK’s competitive job market, Consensus HR advises companies on how flexible working can be a key differentiator in attracting and retaining skilled workers.
    • According to UK-specific data, 81% of workers would prefer jobs that offer flexible working options, which is a critical insight for UK businesses looking to remain competitive in talent acquisition.

4. Cost Efficiency:

    • Consensus HR highlights the cost-saving potential of flexible working for UK companies, particularly in reducing the need for large office spaces in high-rent areas like London.
    • UK businesses can save thousands per employee each year by implementing flexible working arrangements, with savings on office space and commuting costs being particularly significant.

5. Increased Employee Satisfaction:

    • Consensus HR underscores the importance of flexible working in boosting employee satisfaction within UK workplaces. Employees who have control over their work schedules are more likely to be satisfied and engaged.
    • UK studies show a strong link between flexible working and higher employee engagement, a key factor in reducing turnover and enhancing overall business performance.
Promoting Flexible Working and Employee Well-being |Consensus HR in Herts & Beds

Benefits of Employee Well-being Initiatives:

1. Reduced Absenteeism:

    • In the UK, absenteeism due to stress and mental health issues is a significant concern. Consensus HR helps businesses implement well-being programs that address these issues, leading to a reduction in absenteeism.
    • The UK government and NHS have highlighted the importance of workplace well-being, with studies showing that every £1 invested in mental health support can yield a £4 return in terms of reduced absenteeism and increased productivity.

2. Enhanced Performance:

    • Consensus HR assists UK businesses in developing well-being strategies that directly contribute to improved employee performance. By focusing on mental and physical health, UK companies can create a more productive workforce.
    • Gallup’s research, relevant in the UK context, shows that employees who feel their well-being is supported are 21% more likely to be engaged at work, a statistic that Consensus HR uses to advocate for comprehensive well-being programs.

3. Better Workplace Culture:

    • Consensus HR promotes well-being initiatives as a means to enhance workplace culture across UK businesses. A positive culture not only attracts top talent but also fosters better teamwork and collaboration.
    • In the UK, 58% of employees reported that well-being programs positively influenced their relationships at work, according to a study by the Chartered Institute of Personnel and Development (CIPD).

4. Retention and Attraction:

    • Consensus HR advises UK businesses on the importance of well-being programs in retaining and attracting employees. With the UK workforce increasingly valuing employers who prioritise health and well-being, these programs are becoming a key factor in employer branding.
    • A survey by the UK-based insurer Bupa found that 74% of employees consider well-being programs a significant factor when choosing a job, underlining the importance of these initiatives in the UK.

5. Increased Innovation:

    • Consensus HR highlights the link between well-being and innovation, particularly relevant for UK businesses in sectors that rely on creativity and innovation.
    • Research from the University of Warwick, often referenced by Consensus HR, found that happiness and well-being can increase productivity by 12%, showing a direct connection between well-being initiatives and business success in the UK.
Promoting Flexible Working and Employee Well-being |Consensus HR in Herts & Beds

UK-Specific Statistics Highlighted by Consensus HR:

  • Flexible Working: According to UK-specific research by the Office for National Statistics (ONS), 30% of UK employees worked remotely in 2021, and the trend is expected to continue, driven by the demand for flexible working options.
  • Employee Well-being: The UK workplace wellness market was valued at over £2.7 billion in 2020, reflecting the increasing importance of employee well-being in UK businesses, a figure often cited by Consensus HR.

Our HR comment: Promoting Flexible Working and Employee Well-being |Consensus HR in Herts & Beds

Our HR comment / Advice: –

Matthew Chilcott, Owner of Consensus HR comments: “Our continual involvement with our clients in promoting flexible working and employee well-being highlights their essential role in shaping modern workplace strategies. We help our clients and their businesses realise the substantial benefits of these approaches, from increased productivity and employee satisfaction to cost savings and innovation. Our expertise ensures companies are not only adhering with Employment Law but also positioned for success in a competitive market.”

If we can help you in any way, give us a call or send us an email today for a non obligatory chat.

To view more about our range of HR & Employment Law Services

At Consensus HR, we are proud to offer a wide range of HR & Employment Law services to help our clients with all areas of best practice and Employment Law which can be found by clicking on the button:
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Are you concerned about keeping your business up to date with Employment Law changes?

If your business always wishes that it works in all areas to the benefit of the team and company and as an employer of choice, give us a call or email now for a non-obligatory chat. Consensus HR | Your Outsourced Human Resources and Employment Law Department | “Helping companies take the pain out of managing people whilst Preventing People Problems.” 01438 576750
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Labour to hold bad employers accountable, says TUC chief | Consensus HR in Herts & Beds

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TUC General Secretary Paul Nowak has expressed strong support for Labour’s commitment to holding bad employers accountable. This initiative is part of Labour’s broader “New Deal for Working People,” which aims to enhance workers’ rights and conditions.

The new policies include banning zero-hours contracts, ensuring day-one rights for all workers, and improving sick pay. These measures are designed to address long-standing issues of job insecurity and poor working conditions, which have been exacerbated by the Conservative government’s policies since 2010​ (LabourList)​​ (HR Magazine)​.

A recent poll conducted by the Chartered Management Institute (CMI) shows overwhelming support from British managers for these policies, indicating a broad recognition that improved workers’ rights can lead to better productivity and workplace morale​ (LabourList)​.

Labour’s plan also includes stronger family-friendly policies and a right to disconnect, which have garnered significant support. By focusing on creating secure, fair, and flexible working environments, Labour aims to promote good business practices and end exploitative employment practices​ (LabourList)​.

Labour to hold bad employers accountable, says TUC chief | Consensus HR in Herts & Beds

Our HR comment:

Our HR Comment: – Labour to hold bad employers accountable, says TUC chief | Consensus HR in Herts & Beds

Matthew Chilcott, Owner of Consensus HR comments: “We have written a couple of blogs pre- and post-Election and many of the points raised in this article are what we have written about and highlights what we have always said at Consensus HR, businesses have nothing to worry about if they are working to best practice and the law and that is what we do with our clients.”

Here are our previous blogs on the subject:

To view more about our range of HR & Employment Law Services

At Consensus HR, we are proud to offer a wide range of HR & Employment Law services to help our clients with all areas of best practice and Employment Law which can be found by clicking on the button:
Click Here

Are you concerned about keeping your business up to date with Employment Law changes?

If your business always wishes that it works in all areas to the benefit of the team and company and as an employer of choice, give us a call or email now for a non-obligatory chat. Consensus HR | Your Outsourced Human Resources and Employment Law Department | “Helping companies take the pain out of managing people whilst Preventing People Problems.” 01438 576750
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Promoting Flexible Working and Employee Well-being |Consensus HR in Herts & Beds

Employers trouble with Hybrid & Flexible Working | Consensus HR in Herts & Beds

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In our latest Consensus HR blog, we talk about Employers trouble with Hybrid & Flexible Working | Consensus HR in Herts & Beds and the changing world of employment and how Employers are facing several challenges with the evolving world of hybrid and flexible work when recruiting and managing the team members.

An innovative UK pilot scheme designed to teach managers how to navigate the evolving world of hybrid and flexible work has found that bosses lack confidence in motivating their teams, running meetings and managing conflict remotely.

The two-month programme was led by the Chartered Management Institute (CMI) and Timewise, with full details available on the CMI website.

It was introduced ahead of new legislation, the Employment Relations (Flexible Working) Act 2023, which gave employees the legal right to request flexible working from their first day in a new job with effect from 6 April 2024.

Conducted from September to October 2023, the trial brought together leaders from 30 organisations in a wide range of sectors, from health and social work to construction, manufacturing and law enforcement.

While CMI research found that 86% of managers say their organisation operates in a hybrid way, research from the University of Birmingham found that only 43% of managers have training to manage hybrid teams.

Following the pilot, CMI evaluated its impact and found a significant difference in skills before and after the initiative. It found that, with regard to keeping their teams motivated, 43% were confident prior and 89% after the pilot.

Similarly, with regard to resolving conflict and having difficult conversations online, the figures were 46% before and 86% after the pilot.

Amy Butterworth, Consultancy Director at Timewise, said: “Flexible working has mainstreamed — but, for many, the experience still feels a little rough around the edges. During the pandemic-response years of 2020 and 2021 everyone adapted at pace, learning however they could. As a result, a myriad of ways to work in a hybrid way took root — not all of them good.”

Fundamentally, she concluded, it is important to realise that managing hybrid teams is a core business discipline for the 21st century, with a skill set that has to be learnt.

CipdHRInform

Employers trouble with Hybrid & Flexible Working | Consensus HR in Herts & Beds
Employers trouble with Hybrid & Flexible Working | Consensus HR in Herts & Beds
Employers trouble with Hybrid & Flexible Working | Consensus HR in Herts & Beds

Some of the key reasons include:

Maintaining Productivity:

Employers are concerned about how to maintain or improve productivity when employees are working remotely or on flexible schedules. Tracking work progress and ensuring accountability can be more complex outside of a traditional office environment.

Communication and Collaboration:

Effective communication and collaboration can be harder to achieve when team members are not physically present. Employers need to find and implement the right tools and strategies to ensure seamless communication and collaboration among remote and in-office workers.

Employee Engagement and Well-being:

Ensuring that employees remain engaged and maintain a sense of belonging and company culture is challenging when workers are dispersed. Additionally, supporting employee well-being, including mental health, is more difficult when employees are working remotely.

Technological Infrastructure:

Setting up and maintaining the necessary technological infrastructure to support hybrid work can be costly and complex. Employers need to ensure that all employees have access to the necessary tools and that data security is maintained.

Equity and Fairness:

Employers need to address concerns about equity and fairness between remote and in-office workers. This includes considerations around promotions, pay, and opportunities for professional development.

Adapting Management Practices:

Traditional management practices may not be effective in a hybrid work environment. Managers need to adapt their leadership styles to support and motivate remote employees effectively.

Compliance and Legal Issues:

Navigating legal and regulatory requirements related to remote work, such as labour laws, health and safety regulations, and data protection laws, can be complex and vary by region.

Consensus HR in Herts & Beds
Consensus HR in Herts & Beds

Our HR comment:

Matthew, Owner of Consensus HR comments: “These challenges require employers to rethink and adapt their strategies to successfully navigate the new world of hybrid and flexible working and it sometimes cannot be easy.  As Consensus HR we always encourage our clients to ensure that when recruiting that a good recruitment strategy is used which ensure the correct person for the job that is needed starting with how you recruit as the last thing you want is to recruit somebody on Hybrid or flexible terms and then find they are not the correct terms and conditions for the success of the business and team.”

To view more about our range of HR & Employment Law Services

At Consensus HR, we are proud to offer a wide range of HR & Employment Law services to help our clients with all areas of best practice and Employment Law which can be found by clicking on the button:
Click Here

Are you concerned about keeping your business up to date with Employment Law changes?

If your business always wishes that it works in all areas to the benefit of the team and company and as an employer of choice, give us a call or email now for a non-obligatory chat. Consensus HR | Your Outsourced Human Resources and Employment Law Department | “Helping companies take the pain out of managing people whilst Preventing People Problems.” 01438 576750
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New legislation on flexible working becomes law tomorrow – 6th April 2024 |Consensus HR | Herts, Beds

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Did you know?  The Right to request Flexible Working, starts tomorrow.

New legislation comes into force tomorrow (April 6th) that is designed to encourage more discussion about the possibility of flexible working between employers and their respective employees. Under the terms of the new Flexible Working bill, staff can request flexible arrangements from their very first day on the job – and research conducted among 1,000 UK desk workers by AI-powered platform for work, Slack, indicates that more than half (55%) of the UK workforce will request flexible working hours when the new laws come into effect. Businesses are being advised to prepare themselves for an influx of requests. Chris Mills, Global Head of Customer Success at Slack, said: “The way we work, and employees’ expectations about work, have fundamentally changed over the past few years and flexibility is a key part of that. The research shows it’s an important consideration for people today, and the Flexible Working Bill has brought it back into focus for employees and management.”

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Our HR Comment: New legislation on flexible working becomes law tomorrow – 6th April 2024 |Consensus HR | Herts, Beds

Matthew Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “The long discussed change to Flexible Working starts tomorrow, Saturday 6th April 2024 and as indicated in this article from a number of media channels it is anticipated that a large number of employees are going to put in their request, to work flexibly.  Employers need to ensure that they have read their companies Flexible Working Policy and that their teams are fully aware of the changes and what is expected by the employer should anybody wish to exercise their right to request a change.  As discussed, changes include the right to request from day one of employment, able to request twice a year and changes to the way members of the team apply.  Business Owners / Managers need to ensure that when they receive a request that it is managed correctly, fairly and reasonably and to best practice and the law.”

If in doubt, give us a shout!

New legislation on flexible working becomes law tomorrow – 6th April 2024 |Consensus HR | Herts, Beds
New legislation on flexible working becomes law tomorrow – 6th April 2024 |Consensus HR | Herts, Beds
New legislation on flexible working becomes law tomorrow – 6th April 2024 |Consensus HR | Herts, Beds

To view more about our range of HR & Employment Law Services

If you run a business or are a manager and are concerned that you cannot keep up with the current / planned Employment Law changes for your team, give us a call / email now for a non-obligatory chat. Consensus HR | Your Outsourced Human Resources & Employment Law Department. | “Helping companies take the pain out of managing people whilst Preventing People Problems.”
Click Here

Are you concerned about keeping your business up to date with Employment Law changes?

If your business always wishes that it works in all areas to the benefit of the team and company and as an employer of choice, give us a call or email now for a non-obligatory chat. Consensus HR | Your Outsourced Human Resources and Employment Law Department | “Helping companies take the pain out of managing people whilst Preventing People Problems.” 01438 576750
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New legislation on flexible working becomes law tomorrow – 6th April 2024 |Consensus HR | Herts, Beds

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UK judge rules against FCA manager who wanted to work from home | Consensus HR – Herts, Beds

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UK judge rules against FCA manager who wanted to work from home | Consensus HR – Herts, Beds

This case took place in Croydon – Case Number: 2302739/2023 and the full Judgment can be ready by clicking here.

Elizabeth Wilson, a senior manager at the Financial Conduct Authority, has had her demand to work from home full-time quashed by a judge, who said the regulator was within its rights to deny the request. Judge Robert Richter wrote in a judgement made last month and only just published: “It is the experience of many who work using technology that [remote working] is not well suited to the fast-paced interplay of exchanges which occur in, for example, planning meetings or training events when rapid discussion can occur on topics.” He also pointed to “a limitation to the ability to observe and respond to non-verbal communication which may arise outside of the context of formal events but which nonetheless forms an important part of working with other individuals.” Lawyers said they expect more legal disputes over the issue as employers increasingly demand staff spend more time in the office.

Financial Times

The Daily Telegraph

Daily Mail

The Times

 

Our HR Comment: UK judge rules against FCA manager who wanted to work from home | Consensus HR – Herts, Beds

Matthew Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “This is an interesting story and we wait to see what affect it has on other people wishing to work from home full time since the Pandemic and now businesses wishing their teams to come back to the office.  At Consensus HR, we have worked with a number of clients and their teams who have put in flexible working requests to work from home full time or for a few days a week and companies need to ensure that they manage these requests correctly to best practice and the law – Flexible Working Application pursuant to s.80F of the Employment Rights Act 1996 (as amended) (“the Act”). “

We have written a number of blogs on this subject which can be accessed by clicking on the link below:

UK judge rules against FCA manager who wanted to work from home | Consensus HR – Herts, Beds

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New legislation confirms flexible working application as a day one right | Consensus HR – Herts, Beds

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New legislation confirms flexible working application as a day one right | Consensus HR – Herts, Beds

In June this year we reported on the Government’s commitment to introducing a day one right to request flexible working for employees via secondary legislation.

On 11 December, it fulfilled that commitment by publishing the Flexible Working (Amendment) Regulations 2023 (SI 2023/1328).

This new legislation comes into force on 6 April 2024, amends the Flexible Working Regulations (SI 2014/1398) and ensures that the right to make a flexible working application applies when an employee begins employment (a day one right).

Currently, regulation 3 of the 2014 Regulations imposes a condition on employees to have been continuously employed for 26 weeks before being entitled to make a flexible working application.

Regulation 2 of this amending legislation omits regulation 3 of the 2014 Regulations with effect from 6 April next year, meaning that the requirement to have 26 weeks of continuous employment will not apply to applications made on or after that date.

No conditions as to duration of employment need to be satisfied by an employee in order to be entitled to make a flexible working application on or after the date these regulations come into force (6 April 2024).

Other amendments to the current flexible working process are also planned, such as increasing the permitted number of statutory requests an employee may make per 12 month period from one to two. Further regulations are needed to bring the remaining changes into force. Although it is still to be confirmed, it is likely that all changes will come into force on 6 April 2024.

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Our Comments: – New legislation confirms flexible working application as a day one right | Consensus HR – Herts, Beds

Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “Well we knew this was coming and when Consensus HR recently update our client’s handbooks with the latest Employment Law updates we had expected at the time that it would be available for employees from day one of employment rather than the current 26 weeks.  This article in our Chartered Instituted website confirms that this will now happen and come into force from the 6th April 2024.  Business owners and managers will need to ensure that this is managed correctly when they receive a request from a member of the team as there is already a set legal procedure for employers / employees to follow and this will mean that now, it will have to be followed from day one of their employment, even if they have been employed for a set role and hours!”

New legislation confirms flexible working application as a day one right | Consensus HR – Herts, Beds

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New legislation confirms flexible working application as a day one right | Consensus HR – Herts, Beds

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Councils told not to adopt four-day working weeks | Consensus HR | Herts, Beds

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Councils told not to adopt four-day working weeks | Consensus HR | Herts, Beds

Ministers have formally warned councils in England against adopting four-day working weeks for staff. Government guidance says local authorities that have adopted the work pattern should end the practice immediately. While supporters of the four-day week argue that it improves staff wellbeing and productivity, the government believes that it does not represent value for money and is concerned service quality will decline. Lee Rowley, the Minister for Local Government, warned that councils which opt to disregard the guidance “are now on notice” that ministers “will take necessary steps” to ensure that the practice is ended within local government. Noting that more than nine in 10 councils are experiencing staff recruitment and retention difficulties, Pete Marland, chair of the Local Government Association’s resources board, said: “It is councils who know what works best for their community, workforce and in their wider labour market conditions.”

 

The Guardian

Our HR comment: – Councils told not to adopt four-day working weeks | Consensus HR | Herts, Beds

Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “We have written a number of blogs of hybrid / flexible working and their pro’s / cons and this one in the ‘Guardian’ highlights the action that Government / Ministers are taking against local councils and them adopting a four-day week.  It is a subject that has been spoken about many times in a lot of media since the Pandemic and is totally specific to each company and the service is offers.  Unfortunately, / fortunately, there is no one policy that will suit all businesses and each business needs to thoroughly investigate the overall pros / cons of adapting this working practice and the working week and take the necessary action.  All parties should be included in the decision so as to not create an environment where quality members of the team feel not listened to and only have the option of seeking alternative employment.

Councils told not to adopt four-day working weeks | Consensus HR | Herts, Beds

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If your company is experiencing continual discussions / problems about changing the working week to less days but maybe with more hours per day and wish to fully consider how this would be managed and the action that needs to be taken, give us a call now,
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Councils told not to adopt four-day working weeks | Consensus HR | Herts, Beds

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UK office attendance at 40% as workers embrace flexibility | Consensus HR – Herts Beds

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UK office attendance at 40% as workers embrace flexibility | Consensus HR – Herts Beds

A survey on working habits in the UK has revealed that just 40% of employees are currently working five days a week in the office. Commuting time, the cost of eating out for lunch and other expenses are the biggest barriers to working full time at the office, said researchers in the report from Ipsos Karian and Box. Younger staff members, in particular, have expressed concerns about missing out on skills development when working remotely. Nearly half of workers aged 18 to 24 said they “always” or “frequently” felt lonely if they spent half their working week at home. Additionally, they feared they were learning fewer “critical skills” necessary for career progression and promotions. The survey suggested that employees who spend three days a week in the office strike the right balance between office and remote work, enabling effective career development discussions and idea generation.

 

The Sunday Telegraph

Our HR comment: – UK office attendance at 40% as workers embrace flexibility | Consensus HR – Herts Beds

Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “This is a subject we have written about many times since the end of the Pandemic and a few of our blogs can be seen below.  Many companies are now getting their teams back into the workplace with many working Hybrid and in the office at least three days a week. We have found that many employers are stating that employees must be in the office Tuesday, Wednesday, Thursday and working from home Monday & Friday and some requiring all the team to return to the work place full-time.  Many articles are also showing that many people are finding the new working regime hard to handle and this article in ‘The Sunday Telegraph’ shows the effect it is having on the younger 18 – 24 year olds.  What is the answer?  This is still unknown and the consequences going forward for the business, their teams and the younger generation.

 

Here are a few of our other blogs written on the subject:

UK office attendance at 40% as workers embrace flexibility | Consensus HR – Herts Beds

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If you wish to talk to somebody about getting your team back into the office or looking at suitable solutions such as hybrid working, give us a call now.
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UK office attendance at 40% as workers embrace flexibility | Consensus HR – Herts Beds

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Flexible Working – Are you ready? | Consensus HR, Herts, Beds

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Flexible Working - Are you ready? | Consensus HR, Herts, Beds

Flexible Working – Are you ready? | Consensus HR:

Major changes are on the way for flexible working with the passage into law of the Employment Relations (Flexible Working) Act 2023, which was given Royal Assent on 20 July 2023. 

The Act will introduce a new requirement for employers to consult with the employee before rejecting their flexible working request, and employees will be entitled to make two statutory requests in any 12-month period (rather than the current one request per year) and employers will need to deal with requests within two months (reduced from the current three months). It will also remove the requirement for the employee to explain what effect, if any, the change requested would have on the employer and how that effect might be dealt with.

Although not covered in the Act, the government have said that they will give employees the right to request flexible working from day one of employment, removing the 26 weeks qualifying service requirement. It is expected that this will be confirmed in new regulations in due course.

Is your business ready for the forthcoming changes? All organisations want to attract and retain the best candidates. But that isn't possible if you're falling behind on legal and best practice updates. We, at Consensus HR, have an extensive knowledge of HR-related best practices and employee handbooks. You can rest assured that your HR practices are up to date when using Consensus HR to keep track of your organisation's HR handbook.

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If you would like to always stay on top of Employment Law and best practice for the team, give us a call for an informal chat | Update from Consensus HR, outsourced HR solutions. Herts, Beds, Cambs. Give us a call now if you wish to discuss.
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Flexible Working - Are you ready? | Consensus HR, Herts, Beds

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Millions to benefit from new flexible working measures

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Millions to benefit from new flexible working measures

Millions of British workers will have more flexibility over where and when they work as the Flexible Working Bill achieves Royal Assent.

From:
Department for Business and Trade, Advisory, Conciliation and Arbitration Service, and Kevin Hollinrake MP
Published
20 July 2023
 

Minister for Enterprise, Markets and Small Business, Kevin Hollinrake MP

  • Millions of British workers will have more flexibility over where and when they work as the Flexible Working Bill achieves Royal Assent.
  • Workers will have the right to request flexible working from day one of a new job, with employers required to consider any requests and provide a reason before rejection.
  • Follows a wave of wins for workers after a record National Minimum Wage uplift and boosts to employment protections for parents and unpaid carers.

Employees across the UK will be given even more flexibility over where and when they work, as the Employment Relations (Flexible Working) Bill receives Royal Assent.

Delivering on a 2019 Manifesto commitment to encourage flexible working, the Act will require employers to consider and discuss any requests made by their employee – who will have the right to two requests a year – within two months of a request, down from three.

Flexible working is a broad term and can relate to working hours or pattern including part-time, term-time, flexi-time, compressed hours, or adjusting start and finish times. It can also include flexibility over where someone works, whether that be from home or a satellite office shortening their commute.

As well as clear benefits to workers, the measures are also good for British business. Research has shown companies that embrace flexible working can attract more talent, improve staff motivation and reduce staff turnover – boosting their business’s productivity and competitiveness.

CIPD research shows that 6 percent of employees changed jobs last year specifically due to a lack of flexible options and 12 percent left their profession altogether due to a lack of flexibility within the sector. This represents almost 2 and 4 million workers respectively.

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Our HR Comment: Millions to benefit from new flexible working measures

Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “The Employment Relations (Flexible Working) Bill 2022-23 is a Private Member’s Bill, Bill 22 of the 2022-23 session, introduced on 15 June 2022 by Labour MP Yasmin Qureshi who came ninth in the Private Members’ Bill ballot for the 2022-23 session. Since this time we have known that this has been coming and a copy of the Bill can be found by clicking here.  There are a number of changes to the current legislation as outlined in the article from the Government which will put more emphasis on the employer to justify why more fully after consultation with the employee why they will not accept a flexible working requests;.  Employees will also be able to request flexible working twice in a year rather than the current one at present.  We will be working with our monthly retained clients to update their Current HR Policies and Procedures and Handbooks to ensure the new law is incorporated and acted upon as soon as possible.

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Millions to benefit from new flexible working measures

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Civil service

HSBC seeks smaller HQ.

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HSBC seeks smaller HQ.

Matthew Pinto-Chilcott, Owner of Consensus HR comments: “This is one office block, you always see on the opening credits of The Apprentice on the BBC with its HSBC logo, but it would seem that with the continuing closure of banks on the high street, HSBC is now looking to reduce its office space in London.  This is in contrast to Lloyds of London who reportedly are in talks to extend the lease of its London headquarters in order to bring staff back into the office.  All of our clients have now returned to the office to work with the consensus that it is better for team / working atmosphere and productivity with a few allowing tow / three days out of the office but the remainder of their working week within the office.  Within many of our recent blogs we discussed: Flexi / Hybrid Working,  Young People seek to make friends, UK Employees to be given more flexible working rights, Menopausal Women and flexible working patterns and Flexible Working key to reducing pay gap, Civil Servants claim.”

News Article: HSBC seeks smaller HQ.

HSBC is looking for a new London office that is less than half the size of its current site. The bank is seeking a new global headquarters of between 400,000 and 500,000 sq. ft – far smaller than its 45-storey skyscraper at Canary Wharf, which spans 1.1m square feet. Having embraced remote and hybrid working to a greater extent than peers such as JPMorgan and Goldman Sachs, HSBC wants to reduce its office space by 40% globally compared with pre-pandemic levels. Elsewhere, insurance marketplace Lloyd’s of London is reportedly in talks to extend the lease on its City of London headquarters as it works to bring staff back into the office.

 

The Sunday Times

City AM

The Human-Times

HSBC seeks smaller HQ.

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flexible working

UK employees to be given more flexible working rights 

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UK employees to be given more flexible working rights 

Matthew Pinto-Chilcott, Owner of Consensus HR comments: – UK employees to be given more flexible working rights  “Following our previous blog on 2nd December 2022 we have had some further news today from a couple press articles which can be seen below.  This is a subject that has been spoken about for quite some time but now seems to finally raise its head to be applicable to all from day one of employment, ‘Flexible Working!’.  Flexible working is currently only available to employees after working for their employer for a minimum of 26 weeks and only one application allowed per year which will increase to two requests in any 12-month period.  The procedure for requesting Flexible working will also change, making it easier and removing a lot of the current processes such as explaining how the flexible working request can be achieved and the effects the request may have on their employer. This comes at a time when Exclusivity clauses for Zero-hour workers and those earning below the lower earnings limit of £123 per week has come into effect to help those it is applicable to, to be able to work for more than one employer if needed.  The reasons given by the employer for refusing the request will not change and will remain as is current and shown below:

  1. planned structural changes
  2. the burden of additional costs
  3. quality or standards will suffer
  4. they won’t be able to recruit additional staff
  5. performance will suffer
  6. won’t be able to reorganise work among existing staff
  7. will struggle to meet customer demand
  8. lack of work during the periods you propose to work.

Employers / Line Managers and employees need to ensure that they follow the correct legal procedure with the correct letters / process followed so as to ensure all areas are covered and no repercussions received.”

NEWS ARTICLE – UK employees to be given more flexible working rights :

UK employees will have the right to ask for part-time hours or remote-working arrangements from the first day of a new job under measures to promote flexible working set out by the government today. Ministers have identified a range of flexible working options, including job-sharing, flexitime, and working compressed, annualised, or staggered hours. Small business minister Kevin Hollinrake said: “Giving staff more say over their working pattern makes for happier employees and more productive businesses. Put simply, it’s a no-brainer. Greater flexibility over where, when, and how people work is an integral part of our plan to make the UK the best place in the world to work.” Meanwhile, workers on contracts with a guaranteed weekly income on or below the lower earnings limit of £123 a week will now be protected from exclusivity clauses that restrict them from working for multiple employers. TUC General Secretary Frances O’Grady said it had been a year since a consultation on flexible working closed and people were “tired of waiting for action.” She added: “Flexible working should be available to everyone. It’s how we keep mums in work, close the gender pay gap and give dads more time with their kids, and it’s how we keep disabled workers, older workers and carers in their jobs. Allowing working people to ask for flexible working from their first day in a job would be a small step in the right direction, but we’d like the Government to go much further to ensure that flexible work now becomes the norm. Ministers must change the law so that every job advert makes clear what kind of flexible working is available in that role, and they should give workers the legal right to work flexibly from their first day in a job – not just the right to ask.”

Financial Times

The Telegraph

UK employees to be given more flexible working rights 

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