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Working from home and flexible working
The campaign for flexible working, #flexappeal, launched by Mum Blogger ‘Mother Pukka’ is gathering steam and employers burying their heads in the sand and not considering this option for their employees is fast becoming unacceptable.
Since 2014 all employees can apply for flexible working, not just parents or carers. If the employee has worked continuously for the same employer for the past 26 weeks then they can make a statutory application. The process is fairly straight forward. Once the employee has submitted a written request for flexible working to their employer, the employer considers the request and then makes a decision within 3 months (this can be longer if agreed with the employee). If the employer agrees to the request then they must change the terms and conditions in the employee’s contract. If the employer disagrees they must write to the employee giving the business reasons for the refusal.
So why should employers consider flexible working for their employees? Is it not just an opportunity for workers to pick and choose their hours of work and avoid expensive childcare? Quite the opposite, in fact there are a multitude of benefits to both the employer and the employee in offering flexible working and work from home to those that have jobs that lend themselves to this option.
80% of roles in the UK are desk based and would be suitable to full or partial flexible working and nearly nine million workers in the UK would like to work flexible but are not given the option.
Flexible Working – Benefits to the employer:
Increased productivity – UK average commuting times are 46 minutes (56 minutes in London). Once at work UK workers are less productive but work longer hours than many of our European neighbours. Flexible working means simply finding hours that suit the employee as an individual and how they best work. If they are more productive sat at home or in their local library then that can only be a benefit. With teams working remotely employees have to become more independent and more economical with their time. No more lengthy meetings over lunch when an email or conference call would suffice.
Larger talent pool – It is a huge asset to your business to be able to recruit from anywhere in the country or, depending on your business, the world. You are no longer limited to those applicants that live within a commutable distance. Companies with sales teams can recruit for positions close to their clients rather than close to their office.
Reduced costs long term – Whilst initial costs setting up employees with suitable equipment to work from home can be high, long-term there will be cost savings on things like office space and utilities.
Healthier work environment – In the long run, employees will be keeping their germs at home when they might have been at work whilst sick. This will enable a healthier work environment for those working in the office as well as those working from home.
Better employee retention – Studies have shown that employees are more likely to take a role if flexible working is offered and that they are more likely to stay in that role. However, recent research indicates that very few companies that offer remote working opportunities are making staff and candidates aware of it. The Timewise flexible jobs index documented that of jobs at a salary of £20,000 and above surprisingly, 95% of employers say they offer flexible working to their staff. However, the report found that out of £3.5million jobs analysed, just 6.2% actually mentioned flexibility in the job description.
A more dynamic business – Offering flexible working to your staff means your business is always on the move. Teams don’t get stuck in a particular way of working and because you are using the latest technology all the time you are naturally aware of changes and advances.
Improved Customer Service – Having staff that work flexibly and remotely means that you can be in contact with your customers more than just the basic 9-5. Queries and other business can be dealt with at times to suit both parties which makes for happier employees and happier customers.
A more motivated work force – Staff that are able to work more flexibly will feel more in control of their work time and free time. Staff will be more willing to go that extra mile and work on their own initiative. Staff feel trusted and more motivated to tackle tasks normally beyond their duty.
Flexible working – Benefits to the employee:
More time – Less time commuting to work means that on average employees are saving an hour a day which they can either give to their job or use to ease the pressure a little on childcare or home life.
Less stress – Flexibility to work at the times that suit the employee can dramatically reduce work related stress. Less time sitting in frustrating traffic jams and less rushing to get children to childminders or panicking that they won’t be home in time to pick them up.
More balanced life – It has been shown that employees that work flexibly and are able to have a better work/life balance generally enjoy their jobs a lot more. They feel more motivated and find their jobs more rewarding and satisfying.
Work at a time that suits them – Let’s face it, we’re not all morning people and some of us work better late at night. Working flexibly means that employees can get up at midday if that’s what suits them and work late into the night. Some people may find it preferable to get up at 5am and finish by 2pm and working in this way means employees are far more productive and therefore more successful.
Save money – Reduced travel costs, reduced childcare costs, reduced lunch and coffee costs…it all adds up! Imagine being able to cut all or some of these out of their monthly expenses? Surveys have suggested that employees would rather be able to work flexibly than receive a pay rise and it’s easy to see why.
There is still some resistance to flexible working from employers who possibly believe that employees will slack off and work less if they are not there to supervise them. The answer is simply to find ways to keep on top of your teams. Get staff to report back regularly. There will no doubt be the odd employee that will take advantage and this will just need managing…a warning that their right to flexible working will be removed if things don’t improve will probably be enough to bring most employees back in line. If employers are willing to offer flexible working the chances are that everyone will benefit in the long run.
If you need more advice regarding your application for flexible working contact us on 0800 304 7254.
Can Social Media get you fired?
So you posted something derogatory about your company on Facebook and now you’re wondering if maybe it wasn’t your finest moment? Whilst Social Media can be a great tool for finding a job it can also be the catalyst in making you lose your job too. There have been many tales in the news about employees losing their jobs because of something they posted online and it’s important to remember that whilst social media is great for sharing, not everything is suitable.
Posting company business, posting that you hate your employer, sharing or posting inappropriate content (even if it is not directed at your employer) are just a few of the many examples of things that can get you into trouble or potentially cost you your job.
Nothing is truly private – No social media platform is completely private especially if you have colleagues as your ‘friends’. You may think that posting on Facebook that you hate your job or you’re bored at work might be fine, as only your friends can see it, but a lapse in your privacy settings and a comment from a friend that you work with means it wont take long for word to get around – and you might not have a job to be bored in for long.
Company Policy – Be aware of your employer’s company policy with regards to sharing information on social media. It might seem ok to morn the loss of a client on Linkedin however, your employer might not want the world to know this information. Twitter posts might only appear on someone’s feed for a short period of time but every tweet shows up on Google so it is very easy for someone to search and see what you are posting.
If you blog it’s usually best to steer clear of sharing information about your employer or your colleagues, this too could land you in deep water.
Posting at work – Most employers have rules and policies about using social media at work. Whilst many won’t mind a 2 minute check of your Twitter notifications – updating your status and commenting on posts might not be looked on so favourably. Many employers ban the use of social media platforms at work altogether although in this digital age where many may utilise social media for advertising, research and communication with customers it can be more difficult to police.
Personal views – It’s pertinent to remember that you can get into trouble for posting your own personal views on social media if your employer feels that this could have a negative effect on the company’s reputation. If you are in charge of your company’s social media accounts even the most innocent of mistakes can cause you to lose your job. It’s wise to check, double check and then check again before sharing anything on your company’s behalf and always think how the post will effect the company reputation.
Job hunting – Sharing that you are looking for another job is never going to go down well with your employer. If they see you follow lots of recruitment pages on Linkedin or share your job search on Twitter the chances are your current employer will find out and not look kindly on this behaviour.
Work nights out – Another common complaint with regards over-sharing on social media is after work nights out. Remember that you should have permission when sharing photos of anyone on the internet and whilst your friends might not mind so much you sharing the odd dodgy pic on Instagram your boss might not be so happy.
In summary, it’s generally best to think twice when it comes to posting online. Always have your professional position at the front of your mind and assess how your posts might affect the company you work for. Finally if you decide to take a day off sick to have a cheeky day out – leave your phone in your pocket unless you want your boss to find out about it.
Here are our tips for using social media:
POST SMART – Think twice before you post anything – don’t put your job at risk by posting something controversial. Once you post something it’s very difficult, if not impossible, to take it back.
KEEP IT CONFIDENTIAL – Don’t disclose any information – good or bad – about your employer or their business.
BE WISE – Don’t use work time to search for jobs or post your CV online.
BE PREPARED – If you take the risk then be prepared for the consequences.
If you need advice or you think you might have been dismissed unfairly then contact us on 0800 304 7254.
