Millennials less likely to work remotely as they feel prohibited from working flexibly

There is growing sentiment among younger workers that flexible working is less a right – as outlined by the Government in 2014 – and more a ‘selective benefit’ for a choice group of employees. New research by Michael Page claims that two thirds (67 percent) of millennials believe employees with families are more encouraged to work flexibly than their single colleagues, and 6 in 10 (61 percent) feel the same flexible working privilege appears to apply more to senior co-workers, with junior team members more often discouraged from flexible working initiatives. Nearly half (43 percent) say it is a benefit reserved for management and senior leadership only. As a result, more than 8 in 10 (84 percent) office based millennial employees do not work from home in an average working week – with 82 percent of those saying they are not able or allowed to. This is despite the fact that three quarters (76 percent) of UK office workers confirm that their employer offers flexible working options.

The research – conducted among over 1,000 UK office workers (+18)* – questioned the reality of flexible working across the UK today, especially for young professionals or ‘millennial’ workers, aged 18-27. The results suggest that for this group of employees, flexible working remains largely out of reach:

  • 6 in 10 (60 percent) millennials who have worked (or have asked to work) flexibly have felt judged or penalised for doing so
  • Of those, just under half (47 percent) have felt judged by company management or senior leadership
  • 2 in 10 (20 percent) millennial respondents have been actively refused flexible working options by an employer, despite asking

Oliver Watson, Executive Board Director for UK and North America at PageGroup, commented: “There is a clear and increasing demand for flexible working options among UK employees, especially from the newest generation of workers. As this ‘Generation FL-X’ continues to enter the workplace, businesses must prioritise accommodating the expectations of all employees, and challenge the old school stigma that still appears to prevail.

“Placing restrictions on flexible working – encouraging or excluding certain employees – is counter-intuitive. Truly flexible working should be open to all, indiscriminate of age, gender, seniority or role.”

The findings also revealed that the reality of flexible working for young professionals is at odds with their expectations:

  • More than half (59 percent) of 18-27 year olds believe flexible working should come as standard
  • Yet, 3 in 5 (62 percent) point out that their ability to work flexibly hasn’t improved – or has worsened – in the last 12 months
  • 45 percent acknowledge there is a disconnect between what flexible benefits their business currently offer and what they actually want, need and expect

Watson continued: “For flexible working to really move forward in the UK, employers must shift their thinking from presenteeism to productivity. By empowering employees to take charge of their productivity – something 46 percent of respondents called out as a benefit of flexible working – businesses will not only be rewarded with increased employee loyalty, but a much more efficient workforce and a high trust, high performance culture.”

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