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Keeping up to date

We take seriously our responsibility to keep you up to date so that you can use changes in employment law to commercial advantage. By understanding and interpreting the latest case law and legislation we can deliver updates to you that are concise and usable. With imagination, we are able to ensure that developing law can be used to allow you to achieve commercial solutions, cost effectively and expediently.

Future flexibility for all?

Posted on: September 9th, 2021 by Ginny Hallam

A Unite union candidate has pledged to fight for the legal right for everyone to ask to work from home. Here are our thoughts…

Hybrid approach – not everyone wants to be at home all of the time – 55% of employees would be happy to split their time between home and the workplace. This could be down to difficulties creating boundaries, feeling compelled to put in more hours at home, or missing the cultural and collaborative value of spending time in person with colleagues.

Beyond homeworking – flexibility isn’t just working from home. Varying hours to start later or finish earlier, compressing hours into fewer working days, or working term-time only (to name a few) are all possibilities.

Tribunal troubles – a ‘one size fits all’ policy can be detrimental to specific groups (such as those with childcare responsibilities). A recent case highlights that employers are expected to identify the ‘childcare disparity’ still faced by women and address that within their policies.

Communication is key – working practices and preferences are constantly evolving – you aren’t expected to have all the answers! An open dialogue will help colleagues to share ideas and concerns, and to find a solution that works for all (including your business). Using trial periods to your advantage can help manage expectations and address adjustments (make any trial period clear at the outset).

If you need guidance or support in finding your flexibility, Intelligent Employment is here to help – find out how.

 

This update is accurate on the date it was sent (9 September 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.