First published on Thursday, December 12, 2024
Last updated on Monday, December 23, 2024
Flexible working is a term that’s become central to conversations about the modern workplace, but what does it really mean? More importantly, what do you, as an employer, need to understand about implementing it effectively?
That’s why we’re going to break down what flexible working is, your legal obligations as an employer, and how it can benefit your business while addressing potential challenges.
So, what is flexible working?
Flexible working is not just about offering remote work—it’s about giving employees greater control over when, where and how they work.
Examples of flexible working include:
Flexible hours (Flexitime)
Remote work (Work from home)
Job sharing
Hybrid work
Part-time work
Just remember that flexible working isn’t one-size-fits-all. It can vary depending on your industry, role, and the needs of both your business and your employee.
To learn more about the types of flexible working, see our article on, the different types of flexible working arrangements.
Why should you care about flexible working?
Flexible working isn’t just a nice-to-have—it’s becoming an expectation. Here’s why it matters for employers:
Employees increasingly prioritise flexibility when choosing where to work. Offering it gives you a competitive edge.
Employees who can work during their most productive hours or in a location that suits them often achieve better results.
Flexibility allows employees to balance work and personal commitments, leading to fewer unplanned absences.
Flexible working supports mental health, reduces burnout, and fosters greater job satisfaction.
Remote or hybrid working can lower overheads like office space and utilities.
What are your legal responsibilities as an employer?
In the UK, all employees have the legal right to request flexible working from their first day of employment.
As an employer, you must:
Consider requests fairly: You are legally required to review requests objectively and provide a decision within two months unless an extension is agreed.
Have valid reasons for refusal: Requests can be refused only if there’s a legitimate business reason, such as a detrimental impact on operations or customer service.
Treat employees equally: Ensure that decisions about flexible working are consistent and free from discrimination.
It’s good practice to have a clear flexible working policy in place. This ensures transparency and helps employees understand how to make requests.
To learn how to respond compliantly to a flexible working request and how to craft a flexible contract of employment, see our article, Flexible contracts of employment.
Key things you must know about flexible working
It’s about results, not hours
Flexible working shifts the focus from hours worked to outcomes achieved. Employers should assess performance based on deliverables rather than time spent at a desk.
It requires clear communication
Flexible arrangements need clear guidelines. For example:
Define expectations around availability and communication
Use tools like Slack or Microsoft Teams to stay connected
Technology is essential
To manage flexible working effectively, you’ll need the right tools. HR software like BrightHR can help with:
Shift and rota management: Ensure shifts and hours are balanced across the team.
Tracking performance: Monitor employee progress and attendance.
Handling requests with cloud storage: Manage flexible working applications in one centralised system.
It’s not for every role
While flexible working works well for many jobs, some roles—such as those in retail, healthcare, or manufacturing—may require set hours or physical presence. In these cases, partial flexibility (like flexitime) may be a good compromise.
Start with a trial period
If you’re unsure about how flexible working will affect your business, consider implementing it on a trial basis. This allows you to identify and address challenges before making it permanent.
Potential challenges with flexible working and how to address them
Flexible working has clear benefits, but it also comes with challenges:
Communication gaps
To combat gaps in communication, make sure you’re having regular check-ins and team meetings as these are essential to ensure remote workers feel connected.
Team cohesion
Be sure to foster collaboration through both in-person and virtual team-building activities. This will help keep your team together.
Tracking performance
In today’s technology fuelled world you can use performance management tools to evaluate output, not just hours logged.
Get help with flexible working from BrightHR
Flexible working is about creating a more adaptable, productive workplace for both employers and employees. As an employer, understanding your responsibilities, leveraging the right tools, and fostering open communication can help you implement flexible working successfully.
By embracing this approach, you’ll not only meet the demands of the modern workforce but also create a thriving, future-ready business.
And if you’re looking for the right tools, BrightHR is here! Book a demo of our award-winning HR software today and see for yourself how we can help you with flexible working arrangements and more.
