Good practice: Flexible working

On this page:
Summary
Key references
Questions and answers
Overview
The importance of flexible working
What is flexible working?
The right to request flexible working
The main barriers to flexible working
Training and supporting line managers
Introducing flexible working
Developing flexible working options
Procedure for handling flexible working requests
The assessment criteria
Developing a policy on flexible working
Part-time working
Variable hours
Flexitime
Job-sharing
Teleworking
Term-time working
Compressed hours
Self-rostering
Shift-swapping
Career breaks
Sabbaticals

Summary

1.1

• Flexible working can help make the most of today's diverse workforce and reduce skills shortages. In addition, some employees have the legal right to request flexible working. (See 1.3 The importance of flexible working and 1.5 The right to request flexible working)
• Flexible working involves working arrangements that take account of employees' preferences, interests and non-work responsibilities. (See 1.4 What is flexible working?)
• While flexible working can result in benefits to an organisation, there are also potential barriers to its introduction, including resistance from line managers. Training and support for line managers will be particularly important if a scheme is to be successful. (See 1.6 The main barriers to flexible working and 1.7 Training and supporting line managers)
• When investigating the possibility of introducing flexible working, employers should consult employees and managers. (See 1.8 Introducing flexible working)
• It is good practice for employers to make flexible working open to the whole workforce. (See 1.9 Developing flexible working options)
• Employers should identify the procedure for handling requests for flexible working, ensuring that the assessment criteria for deciding whether or not to agree to a request are objective and business related. (See 1.10 Procedure for handling flexible working requests and 1.11 The assessment criteria)
• While a company's procedure for handling requests should be broadly neutral, its flexible working policy can set out its statement of intent. (See 1.12 Developing a policy on flexible working)
• Commonly provided types of flexible working include: part-time working; variable hours; flexitime; job-sharing; teleworking; term-time working; compressed hours; self-rostering; shift-swapping; career breaks; and sabbaticals. (See 1.13 Part-time working; 1.14 Variable hours; 1.15 Flexitime; 1.16 Job-sharing; 1.17 Teleworking; 1.18 Term-time working; 1.19 Compressed hours; 1.20 Self-rostering; 1.21 Shift-swapping; 1.22 Career breaks; and 1.23 Sabbaticals)

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Overview

1.2 This section of the XpertHR good practice manual discusses the importance of flexible working, the issues involved in drawing up an organisational policy, and the main types of flexible working.

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The importance of flexible working

1.3 Flexible working has become an increasingly important issue for employers, employees and policy-makers.