During the COVID-19 pandemic, we saw a sudden rise in the number of people working from home – with up to 46.6% of people working remotely in April 2020.
Throughout this period, employees and employers alike have widely experienced the positives of remote working. So much so that research shows 82% of UK workers want to work flexibly in the future.
Yet, with remote and flexible working being a relatively new concept to many people – there are a lot of burning questions on the topic. Find out more about the benefits of remote and flexible work, and everything you need to know as an employee and an employer:
What’s the Difference Between Remote and Flexible Work?
Flexible working is a broad term, that, generally speaking, provides an employee with flexibility around the hours they work. This could include part-time, annualised hours, job-share, or set hours each day (also known as flexitime).
Remote working comes under the ‘umbrella’ of flexible working but allows employees to work remotely, most often from home. This means that employees can work from home without having to always be office-based.
What are the Benefits of Flexible Work for Employees?
If you’re currently having to commute to and from work, then you may be struggling to strike a healthy work-life balance.
With remote working, you get back that travel time you would otherwise lose to your commute. With flexible working, you’re able to better put yourself in control of your life – by working your career around your life commitments without reducing your working hours.
Working remotely could also help you save money! Research suggests that on average, workers could expect to save £44.78 a month by cutting out travelling expenses and buying lunch.
What are the Benefits of Flexible Work for Employers?
To put it simply – the more you take care of your employees’ wellbeing – the more likely you are to retain them.
Offering remote and flexible working opportunities will put you in much better stead to both attract and retain top talent. In fact, we recently conducted a LinkedIn poll around employee benefits. To which 66% of respondents indicated that flexible-working opportunities were the top priority from their employers moving forward.
Flexible working opportunities will also help you create a more inclusive and diverse team. By offering flexibility, you become more accessible and attractive to a wider pool of candidates from various backgrounds, ages, and cultures. This could include parents, athletes, and more.
Businesses are also becoming more aware of their carbon footprint and their responsibility to the environment. By providing opportunities for your employees to work remotely, there will be far fewer cars on the road and therefore less greenhouse gas emissions.
Does Flexible Working Alter Productivity?
In short, yes!
Without a long commute to and from work – employees are said to feel more energised during their working day.
Employees that feel trusted and valued will also always go above and beyond in their role, which is another huge benefit to both employee and employer.
Q&A’s For Employees
How Can I Make a Successful Flexible Work Request?
If you’ve been with the company for the last 26 weeks, then you have the right to request a statutory flexible working policy.
To produce a successful flexible working request, you should be detailed from the offset on what you would like to achieve. Include details of the type of flexible work you’re looking for, what your working pattern would look like and from what date you would like to begin.
Your request must be made in writing and dated. You should also consider including details on why you’re making the request, for example, if it would help with childcare arrangements. Be sure to also include details of how your proposed changes are likely to affect the business, your work and your colleagues’ work where applicable.
Can My Employer Change My Flexible Work Agreement?
If your employer has agreed to your statutory flexible working request – or if it was offered within your job description originally – then this should be reflected within your contract of employment and cannot be changed.
The only way that your employer can change your agreement is if you both agree with mutual consent.
What Do I Need to Work Remotely?
As long as your employer is able to provide you with the tools you require to work remotely (such as a laptop and phone), then there isn’t much else that you really need!
Of course, a good Wi-Fi connection is crucial to most roles. And don’t forget the importance of having a designated working space at home. This allows you to work productively and comfortably without distractions – and enables you to completely ‘switch off’ after hours.
How Can I Keep in Touch with the Team When Working Remotely?
In today’s modern world of technology, there are loads of ways you can keep in touch with the team to stop you from feeling isolated and to allow you to collaborate on projects.
Many businesses utilise Teams, Skype, or Zoom to arrange video calls with colleagues which are great. It could also be worth speaking to your Manager to set up a weekly catch-up call with the whole team.
Q&A’s For Employers
Do I Have to Offer Flexible Work?
Although all employees have the right to request flexible working if they have worked for the company for over 26 weeks, it is down to the employer whether they decide to permit it.
As an employer, you must handle the request in a timely manner and arrange a meeting with the employee to discuss their request in more detail. You should also refer to the ACAS Code of Practice to help you make your decision.
Who Should I Offer a Flexible Work Policy to?
Rather than just offering flexible working to those that request it, many businesses now offer flexible working to all employees as part of their employee benefits package – and embed it into their workplace culture.
This could be a great way to attract talent in the first instance. And also helps to create a fair and inclusive workplace which in turn helps you to retain that talent, too.
What Should I Include in a Flexible Work Policy?
A vital part of offering remote or flexible working is having a written policy in place for your employees. A policy across the board ensures that your workplace is inclusive to everyone. And that there is no discrimination between employees.
As HR Manager or Business Owner, it’s your responsibility to ensure everything is covered in your flexible working policy. Include details of the type of flexible working you offer, eligibility, variations in employees’ contracts, their right to appeal, and more. You can find a full sample flexible working policy on the ACAS website.
Would you like more information on remote and flexible working and how it can benefit your business? Contact us to find out more about why we champion this approach to working.
