Flexible Working Patterns

Flexible working can be a huge motivator, increasing productivity and loyalty.  An increasing number of staff want more flexibility in the workplace – not only due to child, elderly or other caring responsibilities, but also due to staff preferring a more healthy work/life balance. We are also seeing the emergence of the ‘sandwich’ generation – mid-career employees ‘sandwiched’ between supporting the demands of their children and their parents.

There are a number of reasons why managers should consider moving away from more traditional patterns of work and offering flexibility in work patterns: 

  • The increasing need to improve efficiency and contain costs
  • The need to cover a working day that is increasingly outside the traditional 9-5 in line with the demands of ‘customers’
  • The changing academic cycle of a year
  • The need to recruit and retain the highest quality staff by offering a flexible approach to work as a real employee benefit
  • The need to promote equality of opportunity

All employees with at least 26 weeks' continuous employment have a statutory right to request a flexible working arrangement. Applications can be made for any reason that may have a positive impact on an individuals work/life balance.  Employers have a statutory duty to consider such requests seriously and according to a set procedure, as specified in our flexible working policy . Your HR Manager can provide additional advice on the implementation of this policy as necessary.

Managing flexibility in your team can be a challenge and it is important to be realistic about what can/cannot be provided whilst being mindful of the outputs that you expect from individual team members. It is recommended that any agreed flexible working patterns are reviewed annually with your team as needs may change, on both an individual and operational level. 

Flexible Working case studies