According to a recent BBC article (https://www.bbc.co.uk/news/business-45253060) only 6% of people in the UK work the traditional 9 to 5 pattern.
It seems that over half of people have flexible working patterns allowing them the freedom to juggle hectic life demands.
That said it seems that some employers still need to wake up to the benefits that flexible working can have for both them and their employees.
When one employee, Anna Whitehouse, was refused a request to have 15 minutes of flexi time at the start and end of each day she quit her job and set up as a blogger (Mother Pukka) then went on to launch Flex Appeal aimed at convincing firms to trial flexible working.
Benefits of Flexible Working
In Mother Pukka’s blog (http://motherpukka.co.uk/flexible-working/flex-you-fools) she claims flexible working brings about ….
- Improved attraction and retention of staff
- Increased productivity
- Overhead cost savings such as on rent
It’s the 21st century
In this day and age flexible working just has to be the norm. Unless you have the need for direct customer service resources, why would you not embrace it?
I started my business 11 years ago working from home and I am proud to say that I still do that and actively encourage my accountants (franchisees) to do the same.
Flexible working does work
They, as I do, can take a break when they want. For those with childcare needs they can drop off and pick up the kids as needed and pop to School events whenever they occur. They are part of their children’s life and are there to watch them grow up, as they should be. For those who are at “the other end” of their careers the flexible working arrangement provides then with an income which will continue long past the statutory retirement age if they so wish; let’s face it most of us need some sort of income as pension pots won’t provide the lifestyle we’d like!
Their work and service to our clients doesn’t suffer one bit. In fact I’d be as bold to say that clients get a more personal service from their appointed accountant. An assertion supported by their client retention rates.
Best Advice – remember WIFM
So if, as an employee or worker, you find yourself in a situation where you can see the benefits of flexible working for both you and your employer then go for it.
You have a statutory right to request flexible working after 26 weeks of employment. The best chance of success is always to sell on benefits. Put yourself in your employer’s shoes who will be asking WIFM ….
What’s in it for me?
Rather than lead on your rights present a compelling business case setting out what they can gain from a flexible working arrangement.
Making them an offer which is just too good to refuse leaves them looking a little silly if they say no.