More and more, flexible working is proving itself to be a real benefit to employees. It’s also something that isn’t usually offered by businesses, especially at recruitment stage. Timewise recently surveyed job adverts and found that only 1 in 10 mention flexible working as being available to applicants.
Once employees are in post, employers are also often concerned to give in to a request of flexible working as they fear a snowball effect among their workers.
Beyond being an employee benefit, the lack of flexible working available is what keeps many out of employment, especially mothers and others with caring responsibilities.
With many workers retiring, Brexit and demographic trends meaning younger people on the job market and more employees with caring responsibilities for their elders, the shift to flexible working will happen sooner than we think.
Whilst in many sectors, especially customer facing or in care, this may prove to be more of a challenge, it is possible and many companies would be able to offer more options than Mondays to Fridays, 9am to 5pm.
To help you explore different avenues and see what flexible working could look like within your business, we’ll list below the most common options both on a full-time basis and on a reduced hours basis:
- working from home
- staggered hours: the employee has different start, break and end times to other employees
- compressed hours: the employee works full-time over fewer days
- flexitime: outside of core business hours, the employee is free to organise their hours.
- part-time: reduced hours often with fewer hours daily than full-time employees or fewer days over the week;
- job sharing: two or more people share one job