The new legislation will require employers to consider requests for greater flexibility in terms of hours, times and location, from a greater proportion of their workforce, which means HR departments will need to be prepared.
Historically, flexible working legislation was intended mainly for childcare, and later broadened out to allow for other types of care. HR departments have not found these rules too onerous but some fear challenges when the reasons for the requests become more diverse, such as for religious observance and lifestyle choice.
The new laws need not be such a cause for worry, however. With some planning it should be possible to turn a regulatory requirement into an opportunity to create positive cultural changes throughout your organisation.
Chosen excerpts by Job Market Monitor. Read the whole story at HR Magazine – Flexible working: what you need to know ahead of the rules.
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- Ending the 9 to 5 and choosing workplace flexibility over pay
- “4G” workplaces in UK / Some of your colleagues are old enough to be your great-grandparents
- UK / 75% of Part-timer unable to progress within their firm research finds
- UK / Business Leaders for Flexible working: the Agile Future Forum
- Gen Y / Looking for flexibility over financial reward
- Randstad launches report on flexible labor and employment