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Flexible working

Flexible working – key considerations pt.2

Posted on: June 9th, 2021 by Ginny Hallam

There’s loads to think about when considering whether flexible working can work for your business. 

We shared a ‘starter for 10’ in our last update, and here’s the second part of our ‘key considerations’:

  1. Do you need to carry out a risk assessment at the individual’s chosen place of work?
  2. Do you need to alter employment contracts to support the new arrangements?
  3. Do you need to introduce a policy to support the new way of working? Find out how to access ours.
  4. What will you do if the new flexibility works for some and not all, or if an employee’s performance declines?
  5. How will it impact your onboarding processes for new starters and how will they access effective support?
  6. How are you going to ensure that your information remains confidential?
  7. Do you need to update your existing insurance policies?

In our following updates, we’ll help you tackle these key considerations with practical solutions, and cover the legal framework you’ll need to follow if employees make requests for greater flexibility. We can also provide training for your managers on how to spot and deal with any requests for flexible working – find out more. 

 

This update is accurate on the date it was sent (10 June 2021), but may be subject to change which may, or may not be notified to you. This update is not to be taken as advice and you should seek advice if anything contained within affects you or your business.

Flexible working – key considerations

Posted on: June 1st, 2021 by Ginny Hallam

There’s loads to think about when considering whether flexible working can work for your business (too much for just one update!).

Here’s the first part of our ‘key considerations’:

  1. Are you going to wait for individuals to ask or are you going to create an opportunity for all?
  2. Are you going to use a trial period or introduce flexible working on a permanent basis?
  3. Will it work for everyone or will some feel they have been treated unfairly if their role doesn’t lend itself to flexible working?
  4. Do your systems and technology support flexible working or do you need to invest?
  5. How is everyone going to stay connected if they’re not meeting as much?
  6. How are you going to measure the impact that new flexibility might have on business and individual performance?

We have more for you to think about in our next update. Later in this series, we’ll help you tackle these key considerations with practical solutions.

 

This update is accurate on the date it was sent (1 June 2021), but may be subject to change which may, or may not be notified to you. This update is not to be taken as advice and you should seek advice if anything contained within affects you or your business.

The new nimble normal

Posted on: May 25th, 2021 by Ginny Hallam

Flexible working creating greater balance and happier people looks set to remain on the agenda.

By the end of the year we should all be able to work as ‘usual’ – but:

  1. Do your employees want to return to the days of travel traumas and timetabled work?
  2. Have they been rewarded with a greater ability to do the school drop off and start the weekend early?
  3. How do you balance those demands with your needs for teamwork, creativity and innovation – can you create something really special for your people?

Our next series ‘the new nimble normal’ should help you to consider whether flexible employment can work well for your business. We’ll cover the legal framework you’ll need to follow when employees make requests for greater flexibility. Watch this space…

 

This update is accurate on the date it was sent (25 May 2021), but may be subject to change which may or may not be notified to you. This update is not to be taken as advice and you should seek advice if anything contained within affects you or your business.