The right to request flexible working is being strengthened, but does the legislation go far enough? We're finding out.
Timewise has undertaken new research, in partnership with abrdn Financial Fairness Trust, on frontline employees’ autonomy and control over the hours they work, and when and where they work.
New government regulations are being introduced for workers this year. The right to request flexible work is being strengthened, with new legislation extending this to become a ‘Day One’ right for new employees. This is being introduced alongside a new right to request predictable working patterns.
These changes aim to give workers greater say in when and where they work and to provide them with more job security. This in turn could help improve employees heath and wellbeing, tackle staff shortages and boost employment and productivity rates.
But will they lead to the step change employees’ need and provide meaningful input and control over working hours?
We are working with employers, employees and their representatives in the frontline sectors facing the most complex operational barriers to flexible working. We are looking at how employers are responding, and what further action and incentives are required to help them to respond to the call for more high quality flexible and part-time jobs.
Here are some of the things they have said so far…
Collectively, nationally, I think we need to have legislation that allows these things to happen because not every organisation is going to be committed to flexible working. The legislation means that people have rights but even so organisations will still be able to drag their feet around it. Legislation is good because obviously it holds people the account, but it doesn’t necessarily change totally behaviours.
Construction company
We very much recognise that [offering flexible working] is the way forward to attract people to our organisation because other organisations out there are competing for people … Retention is very much a key driver for us as well. So, I would say a mixture, it’s the right thing to do for the individuals, our colleagues, it supports their health and wellbeing where we can accommodate it, which is good for our patient care.
HR manager, NHS trust
It tends to be based on business need rather than personal circumstances, there is a lot of part time workers, but our workers are used to working flexibly to meet the demands of the business as well as their needs. We need care workers that can meet the demand, the set amount of support that is needed at certain times.
Social care
We’re still looking at how it impacts us, but we’d like to think that because we don’t do zero hour contracts, so colleagues know what their working patterns are, that we’re not going to be overly affected by that change in legislation.
Retailer
Check out Timewise’s existing research and case studies showcasing how employers can support greater input, stability and advance notice for staff in shift-based sectors.
This research is supported by abrdn Financial Fairness Trust
abrdn Financial Fairness Trust funds research, policy work and campaigning activities to tackle financial problems and improve living standards for people on low-to-middle incomes in the UK.
