Flexible Working
The suggestion of flexible working may not sit well with some small employers – concern about managing your staff, and knowing when you can expect them to be in attendance can discourage employers from exploring this idea. But this anxiety is not necessary, and properly implemented Flexible Working policies will help your business, without creating unnecessary complications. And of course the law features here too: legally an employer is required to consider any requests for Flexible Working, and always to give some employees – such as new mothers – the right to time-off.
There are also rights for all workers - beyond maternity leave, employers need to provide leave for paternity & adoption, and give all workers paid holidays.
However, while your legal duty to meet your employees' legal rights can appear a burden, Flexible Working can help retain & motivate your skilled & experienced staff: it creates & supports a more diverse workforce, and staff morale will certainly improve. It can also help you manage & reduce absenteeism, increase productivity, and provide a wider pool for future recruitment.
Remember: the law sets out minimum rights for employees, but there's no good reason for you not to offer even more generous Flexible Working than that laid down by the law.
For assistance in drafting a Flexible Working policy for your business, or if you've received a request for Flexible Working & need advice on how to deal with this, email flexi@employmentlawclinic.com or call us on 020 3239 0569, and we'll get some flexibility into your workplace that will benefit your staff & your business.
Q&A Guide to Holiday Entitlements
Q&A Guide to Maternity Leave
More guides are following, and will be available soon.
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