If you’ve ever wanted to work from home or needed flexible hours, the UK’s flexible working regulations mean your employer has to consider any request you put in and, if they turn it down, must give a valid reason for doing so.
To make flexible working work though, it has to be right for both the employer and the employee, and with so many variables involved, things can quickly get complicated.
If you’re an employer or an employee considering the options, it’s a good idea to break flexible working down into two components – ‘flexi-time’ and ‘telecommute’.
The summer heatwave looks like it’s here to stay, and one would assume this has to be good for productivity – the longer, brighter, warmer days should make even the most chronic couch potato want to get up and out into the world.
But, in the world of work, this can bring its own problems – yes, everyone wants to get out of the house when the weather is good, but they don’t necessarily want to go and then spend a day locked away in the office instead. And so the summer sick note becomes a thing, when the number of staff turning in for work seems drop in direct correlation with the rise in temperature.
If this sounds like your workplace, your business is far from alone, as research commissioned by PMI Health Group, has found a third of businesses recorded an increase in the number of staff calling in sick as the summer heatwave gripped the UK.
And of those companies questioned as part of the study, over half (54%) reported that they do not operate flexible working hours that staff can take advantage of at short notice.
So, could these companies benefit from introducing more accessible working from home policies or would that mean they’re being dictated to by employees who are all to quick to call in sick.
It’s hard to believe it been over three years since the UK’s new flexible working regulations came into force and now all employers will have to seriously consider their flexible working practices – it has to be right for both the employer and the employee.
With so many variables involved though, things can quickly get complicated.
So if you’re an employer or an employee considering the options, it’s a good idea to break flexible working down into two components – ‘flexi-time’ and ‘telecommute’.
Cloud computing is a technology that enables companies to manage data and files online, rather than on a computer’s hard drive, and has been a driving force behind the growth of flexible working across the UK.
And 2017 is expected to be the year when we reach the tipping point where flexible working becomes more common than working from an office, according to a report from Lancaster University’s Work Foundation.
So what is the future of flexible working? And how will cloud computing feature in this brave new world?
Flexible working is more common in the workplace than ever before – it’s even enshrined in legislation, following the introduction of new flexible working laws in 2014 – but reports that the traditional nine-to-five is dead appear to be well wide of the mark.
According to a survey from Britain’s Healthiest Workplace, almost three quarters (73%) of UK companies still don’t offer this option to all their staff – if your workplace is one of them, here’s why you need to get on board to avoid getting left behind.
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