Research into flexible working reveals half of UK employees do not have access to even basic flexible working arrangements. The research has prompted the CIPD to launch a new campaign to ‘Make flexible working a day-one right’.
The shift to home working has exposed lack of flexible working opportunities for all and risks divisions in how employees feel they are treated.
Workers in Britain are facing inequality due to a stark difference in employers’ approaches to flexible working, with nearly half (46%) of employees saying they do not have flexible working arrangements – such as flexi-time, part-time working, compressed hours or job shares – in their current role. This is according to new research from the CIPD, the professional body for HR and people development.
The CIPD’s survey of over 2000 employees found that while the Coronavirus pandemic has driven a huge increase in working from home, 44% of employees have not worked from home at all since the beginning of the crisis. The majority of those employees (92%) say that this is because the nature of their job doesn’t allow them to.
The CIPD also found:
- Around a fifth (19%) of employees say they work for organisations that do not offer any flexible working arrangements
- More than two in five (41%) employees say it’s unfair that some people can work from home while others have to continue to attend their place of work and have little flexibility in how they work
- Three quarters (75%) of employees agree that it is important that people who can’t work from home can work flexibly in other ways
Less than a third (30%) of the 2,000 employers surveyed by the CIPD are planning to try to increase the uptake of other forms of flexible working besides home working over the next six to 12 months. In contrast, nearly half of organisations (47%) plan to take steps to enable more home and hybrid working over the same period
Peter Cheese, Chief Executive of the CIPD, comments: “While many have hailed the pandemic as a driver for the adoption of flexible working practices, particularly around home working, the reality for many is that this is not the case. We need a new understanding about what flexible working is and we need employers to embrace flexible working arrangements beyond home working, to give opportunity and choice to all. Employees may not always be able to change where they work, but they should have more choice and a say in when and how they work.
“Being able to build in flexible working arrangements, such as changes to hours, term-time working or job shares, will empower people to have greater control and flexibility in their working life. This is good for inclusion and opening up opportunities to people who have other constraints in being able to work standard hour weeks or in getting to a place of work. But it’s also good for people’s wellbeing and productivity. Fairness of opportunity in working flexibly ensures organisations do not end up with divisions or a two-tier workforce.”
The CIPD encourages organisations to work in collaboration with their employees to find flexible solutions that are mutually beneficial. Employees who have flexibility report significantly higher levels of satisfaction with their job, work-life balance and control over their work. In addition, when businesses embrace flexible working they will reap the benefits through increased productivity, employee retention and attracting diverse talent when recruiting.
Colin Boxall, from advo, an employer services company commented “advo has always embraced flexible working, but day one of the first lockdown last year we changed our approach to working from one of hours-based to task-based to give all staff the flexibility to better manage both their home and working lives. It has already been decided that post-pandemic we will continue the spirt of this approach into the normal working week allowing far greater office based flexibility allowing a more balance approach.”
The CIPD research shows there is also a significant gap between the arrangements employees currently use compared to those that they would use if offered. Flexi-time is currently used by 21% of employees, yet desired by 39%, while part-time hours (4 days or less) are currently used by 19%, yet desired by 28%. Just 3% of employees reported that they currently use compressed hours (working full-time hours in fewer days), while 19% would use this arrangement if available.
Encouragingly, half of employers (50%) say they will be more likely to grant requests for flexible working, besides working from home, once the pandemic restrictions have been relaxed. Therefore, an enhanced right to request flexible working from day one of employment could boost the number of people using flexible working arrangements.
In response, and to promote fairness and inclusion at work, the CIPD is launching a new campaign, #FlexFrom1st, encouraging employers to support flexible working for all and the right to request flexible working from day one of employment. To reinforce these principles, the CIPD is also calling for a change in law to make the right to request flexible working a day-one right for all employees.
The CIPD is calling for:
- Employers to implement internal policies that allow their employees to request flexible working from day one of employment
- Employers to stipulate that jobs can be done flexibly in job adverts, attracting more candidates who are looking for flexible roles
- The government to make the right to request flexible working a right from day one for all employees, as well as revisiting the business reasons for rejection and the 12-month timeframe
For more information on the CIPD campaign visit: www.cipd.co.uk/FlexFrom1st
You can read the CIPD’s press release in full here.