New Roles for a Flexible Work – The pandemic has affected most of the world in the last two years, and one of the major impacts it has had on the population is the way we work. There has been a significant shift in the way working professionals work, with many people working from home at some point since 2020. In the past couple of years, it has been made obvious that many types of businesses in a huge range of industries can offer flexibility to their workers. Furthermore, flexible working can be beneficial for companies and their employees. With this in mind, here is a short guide about everything you need to know about flexible working.
Who is Eligible for Flexible Work?
New Roles for a Flexible Work – There are many reasons why employers might offer flexible working arrangements to their workforce. They can either be the ones to instigate this type of opportunity, or employees can make a request formally or informally themselves. Workers must make a statutory request or a non-statutory request if they wish to propose a flexible working arrangement with their existing work. However, it is the employer’s decision if the request is granted or not. If the request is rejected, employees can pursue the matter if they feel like the refusal was discriminatory.
The Flexible Workers Workplace
New Roles for a Flexible Work – Flexible working arrangements can take place in many environments, such as directly in the employer’s workplace or in a home environment. Those with a regular flexible working arrangement which are not required to perform their duties at the company’s workplace can choose to work in a dedicated coworking space. Coworking spaces can include hot desking situations, where a working professional shares a workstation with many other people at different times of the day. Another type of flexible working environment is a private office within a coworking space. These spaces offer more privacy to working professionals and are usually furnished with all the necessary equipment, amenities, and facilities one might need to fulfill their job. The Brew offers coworking spaces in many areas across London. For more information about their coworking solutions, visit thebrew.co.uk.
Various Forms of Flexible Working
New Roles for a Flexible Work – Flexible working is a term that describes a way of working that suits an employee’s needs. Factors include flexible working times, working hours, and the place an employee can work. Here are a few common forms of flexible work.
- Working From home – this type of flexible work was incredibly common during the many lockdowns over the past two years. It enables workers to work in a home environment instead of in a work environment.
- Part-Time Work – this working arrangement describes a contract between a company and its employee which stipulates that they work less than standard, full-time hours.
- Teleworking – also known as mobile working and regular remote work, teleworking means that an employee can work anywhere they want.
- Compressed Hours – this arrangement is when a full-time employee works for fewer days in longer blocks.
- Annualized Hours – this form of work offers flexibility to employees in terms of their work pattern, but it also means that they need to work a set amount annually.
- Job Sharing – this describes the situation where two or more part-time staff split the hours of one job role.
New rules for a Flexible working
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Making the right to request flexible working a ‘day one’ right, rather than only being permitted after 26 weeks of work.
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Prohibiting employers from rejecting an application without having discussed the flexible working requests and explored other options with employees.
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Enabling employees to make two flexible working requests in any 12-month period, rather than just one.
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Shortening the period for employers to respond to flexible working requests from three to two months.
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Removing the requirement for the applicant to explain the potential impact on their employer and suggest ways these effects could be mitigated.
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Raising awareness that the current law does not prohibit an employee applying for the right to work flexibly for a temporary period only. In due course, the government also plans a further call for evidence on how ‘informal flexibility’ (where ad hoc flexible working is permitted without formally changing the employment contract) works in practice.
Ingrid Maldine is a business writer, editor and management consultant with extensive experience writing and consulting for both start-ups and long established companies. She has ten years management and leadership experience gained at BSkyB in London and Viva Travel Guides in Quito, Ecuador, giving her a depth of insight into innovation in international business. With an MBA from the University of Hull and many years of experience running her own business consultancy, Ingrid’s background allows her to connect with a diverse range of clients, including cutting edge technology and web-based start-ups but also multinationals in need of assistance. Ingrid has played a defining role in shaping organizational strategy for a wide range of different organizations, including for-profit, NGOs and charities. Ingrid has also served on the Board of Directors for the South American Explorers Club in Quito, Ecuador.
