September 14, 2018
Employers still have huge reservations about permitting more flexible working
Employers considering new flexible working options for their employees are concerned about the security and management implications, according to a recent poll, despite the fact that staff now have the legal right to request flexible arrangements. The survey of medium sized businesses, carried out for RSM by YouGov, found that over the next five years, three quarters of respondents were considering introducing flexible terms of employment, allowing workers to work outside 9 to 5 or increasing the use of remote working.
The latest generation of workplace recruits, the so-called Gen Z graduates, are more likely to stay in their first role if flexible working and mentoring is on offer, new research claims. According to graduate jobs board Milkround, while over half (55 percent) of new graduates’ plan to stay in their first role for less than two years, 76 percent can be encouraged to stay longer with training/mentorship and 63 percent with flexible hours. They are also ambitious and have high expectations, with 65 percent believing they will work in their dream industry. This impacts what is expected of employers and could hold the key to encouraging this new generation to stay in roles longer. This change in expectations begins before they start their new role – 68 percent of graduates are calling for more detailed job descriptions and 57 percent would like to have an open line of communication with their line manager from the moment they accept a job.
More SMEs than larger businesses offer flexible working as a way of reducing absences, research from industry body Group Risk Development (GRiD), suggests. The research showed that 35 percent of SMEs with up to 249 employees are actively using flexible working strategies to combat absence compared to just 23 percent of organisations with over 250 employees. Drilling down further into the detail, 38 percent of micro businesses with between 1 and 9 employees use flexible working as a means to reduce absence. Flexible working now means a lot more than allowing an employee to work from home when they are feeling under the weather, and following changes in the law in 2014, it is now an option for everyone with at least 26 weeks continuous employment to request it – not just those with children or carer responsibilities. It also includes part-time working, term-time working, job sharing, compressed hours and flexitime. A greater degree of flexibility can increase productivity and reduce burn out, particularly in stressful occupations.
Most organisations already offer some sort of flexible working and over half of employees now ask to work flexibly, a new survey from XpertHR research has claimed. One in 12 organisations (8.1 percent) reported that all employees worked flexibly, with employers attributing the rise to a more supportive workplace culture and the impact of recent legal changes. The survey found that more than half (55.9 percent) had seen an increase in flexible working requests over the past two years. Three out of four believed that this was due to changes in workplace culture in recent years, attributable in part to a change in the law in 2014 that extended the right to request flexible working to all employees with at least 26 weeks’ service. Flexible working goes across the board, and includes part-time working, variable start and finish times, home-working and other options.
As fresh graduates from generation Z, i.e. those born between the mid 1990’s and 2000 are enter the workplace, new research from Perkbox claims that over 1 in 3 (36 percent) admit that the workplace perks are one of the most important deciding factors on whether to accept a new job or not. These post-millennials are also the group most likely (32 percent) to prefer smaller benefits that they can enjoy on a more frequent basis, all-year-round, over one annual event, such as a Christmas party. The top three workplace perks most popular amongst Generation Z included simple benefits, such as receiving a day’s annual leave on your birthday (86 percent), followed by free coffee and hot drinks (85 percent), and flexi-hours (83 percent). Despite this, Generation Z feel less deserving of workplace benefits than co-workers born pre-1995, with fewer than half (38 percent) believing they should benefit from such offerings – which is less than any other age group.
