Benefits of flexible working
Flexible work arrangements offer employees more control over their schedules. A compressed workweek can free up an extra day for personal pursuits, helping reduce burnout and improve overall well-being. Additionally, remote working allows employees to work in environments where they feel comfortable, reducing commuting time and helping those with family responsibilities manage their time more effectively.
Employers also stand to gain from this shift, as studies suggest employees who enjoy a better work-life balance are more engaged and productive.
From an employer’s perspective, time-saving technologies like automation, AI tools, and cloud-based platforms help streamline operations. By reducing time spent on repetitive tasks, businesses can increase efficiency and productivity. Employees, in turn, benefit from spending less time on administrative tasks, leading to a sense of accomplishment and less pressure to meet tight deadlines.
Potential downsides of flexible working
However, the benefits must be weighed against potential risks. Introducing flexible work arrangements can create issues for employers around maintaining productivity and team cohesion. Time-saving technology can also blur the lines between personal and professional life. Being constantly connected through emails and messaging apps can lead to an “always-on” culture, where employees feel obligated to respond outside working hours. This can lead to burnout, undermining the intended benefits of flexibility.
Employees must manage their time carefully – a four-day workweek, for example, may compress workloads into fewer days, leading to higher stress levels, reduced productivity and even burnout.
Successfully adjusting to new working arrangements
Employers need to ensure that workloads are adjusted to fit the shorter workweek and provide guidance on time management. To prevent feelings of isolation, employers should also create strategies to foster team engagement through virtual meetings or hybrid models that balance remote work with in-office collaboration.
Employees should establish boundaries to maintain a healthy balance between work and personal life, ensuring they do not overwork themselves in the absence of a traditional office structure.
Success lies in balance—ensuring flexible working enhances the working experience without adding undue pressure.
Applying for flexible working
Employees can apply for flexible working from day one of their new job and make two applications in any 12-month period.
Employers must follow the guidance and the Acas Code of Practice on requests for flexible working to ensure fair practice.
Policies should be put in place, so employees know how to apply, what is expected from both sides and that their request does not have to be accepted.
For both employers and employees, time-saving technology and flexible working arrangements can offer significant benefits when managed effectively.
If you wish to discuss flexible working or any employment matters you may have please contact Katie Hodson or a member of our employment team.
Benefits of flexible working
Flexible work arrangements offer employees more control over their schedules. A compressed workweek can free up an extra day for personal pursuits, helping reduce burnout and improve overall well-being. Additionally, remote working allows employees to work in environments where they feel comfortable, reducing commuting time and helping those with family responsibilities manage their time more effectively.
Employers also stand to gain from this shift, as studies suggest employees who enjoy a better work-life balance are more engaged and productive.
From an employer’s perspective, time-saving technologies like automation, AI tools, and cloud-based platforms help streamline operations. By reducing time spent on repetitive tasks, businesses can increase efficiency and productivity. Employees, in turn, benefit from spending less time on administrative tasks, leading to a sense of accomplishment and less pressure to meet tight deadlines.
Potential downsides of flexible working
However, the benefits must be weighed against potential risks. Introducing flexible work arrangements can create issues for employers around maintaining productivity and team cohesion. Time-saving technology can also blur the lines between personal and professional life. Being constantly connected through emails and messaging apps can lead to an “always-on” culture, where employees feel obligated to respond outside working hours. This can lead to burnout, undermining the intended benefits of flexibility.
Employees must manage their time carefully – a four-day workweek, for example, may compress workloads into fewer days, leading to higher stress levels, reduced productivity and even burnout.
Successfully adjusting to new working arrangements
Employers need to ensure that workloads are adjusted to fit the shorter workweek and provide guidance on time management. To prevent feelings of isolation, employers should also create strategies to foster team engagement through virtual meetings or hybrid models that balance remote work with in-office collaboration.
Employees should establish boundaries to maintain a healthy balance between work and personal life, ensuring they do not overwork themselves in the absence of a traditional office structure.
Success lies in balance—ensuring flexible working enhances the working experience without adding undue pressure.
Applying for flexible working
Employees can apply for flexible working from day one of their new job and make two applications in any 12-month period.
Employers must follow the guidance and the Acas Code of Practice on requests for flexible working to ensure fair practice.
Policies should be put in place, so employees know how to apply, what is expected from both sides and that their request does not have to be accepted.
For both employers and employees, time-saving technology and flexible working arrangements can offer significant benefits when managed effectively.
If you wish to discuss flexible working or any employment matters you may have please contact Katie Hodson or a member of our employment team.