How to get flexible working right and why it’s important
Previously thought of by many as a job perk, flexible working arrangements are now helping to keep businesses operational amidst restrictive coronavirus regulations.
Many companies that once thought flexible working arrangements could not work for them, are now functioning with remote working and flexible working hours. Some have vowed never to return to the office again.
As we ponder if flexible working is here to stay, you may be wondering what the benefits are beyond the pandemic. Afterall, won’t work be returning to normal at some point?
The pandemic may well have changed the world of work forever. After being thrust into trials of flexible working last year, some employers will have seen that there are mutual benefits in flexible working practices. Perhaps returning to pre-pandemic processes won’t be necessary after all.
From reduced stress to better engagement, employees able to achieve a work-life balance are more likely to be happier and productive at work. Whether it’s simply different working hours or some days working remotely. There are recruitment and retention benefits too.
Opportunities for flexible working are going to spark questions from candidates for years to come. Whilst employees who are offered less flexibility at work may start to seek out an employer who has a policy in place. For some, such as working parents, it could be the difference between attracting or retaining the best person for the job, or at least having them operating at maximum productivity.
Ultimately, deciding “how much” flexibility you can allow in the long term is up to you. However, the “how” is subject to employment law, which is something that can’t be flexed.
Working hours are subject to the Working Time Regulations. A change in location must be preceded by a health and safety risk assessment. Whilst contracts should be regularly reviewed to ensure they are up to date and relevant to your business.
If an employee approaches you with a request for flexible working, be sure to read up on the process which must be followed before you respond.
A foundation of trust is also needed in order for flexible working practices to be effective. For example, remote staff or out-of-hours working can mean less day-to-day visibility. There is staff surveillance software available, but this can lead to high pressure which may undo all the good that flexible working can achieve.
Lastly, it’s important to think about the bigger picture. Changing one aspect of working processes can impact others, from employee workflow to client relations. Changes that you make should improve and not hinder your business in the long run.
Absence management during COVID
Coronavirus has affected people in different ways and employers are currently facing a rise in both long- and short-term absences as a result.
Some people who contracted the virus have reported symptoms for months afterwards in what is being referred to as long-Covid. This can be hugely disruptive to a person’s life and can result in them having to take extended leave from work.
Long lasting symptoms are varied and can range from breathing difficulties to physical pain, fatigue and loss of concentration. Employers need to assess each individual suffering from long-Covid in order to understand how best to support them and manage the situation. This may require making reasonable adjustments to assist a phased return to work.
Professional advice from HR or occupational health is recommended. This can be a highly sensitive situation that must be well documented and handled with care.
Absences in the time of Covid can be difficult for all involved, putting strain on individuals and the business. An updated absence management policy that documents processes related to coronavirus, such as self-isolation and shielding, can help managers confidently respond to situations and take action when needed.
This mid-winter has been described as the peak of the virus, and with the usual low temperatures and seasonal sickness at this time of year, absences are to be expected. Even if your team seem fit and well, it’s best to plan and prepare for the worst.
Prioritise essential business functions, update your contact list for emergency overtime and don’t forget, we’re here to help if things get complicated.
Finding the time to talk
January has a bit of a reputation for gloominess, but this January will test even the most optimistic of people.
Instinctively you might assume a downbeat employee is feeling lousy due to lockdown combined with the post-Christmas January blues. Perhaps you are feeling it too?
However, when it comes to worker well-being, the only way to know for sure what is going on is by finding the time to talk. There could be much more below the surface and you may be able to offer specific support.
Relationships, families, and finances have all been under increasing strain since the pandemic began. Through talking to employees, including those on furlough leave, you can assess how best to help and provide targeted advice and assistance.
Talking things through is a therapeutic tool for managing mental health. If you’re looking for ways to winter-proof your workplace well-being, an Employee Assistance Programme which gives employees confidential access to qualified counsellors is a good place to start.
When will staff get vaccinated?
Ever since news of a vaccine was announced, questions have been circulating as to how, if, and when people will be vaccinated.
Naturally, you may be wondering what the vaccine means for the future of work and your business. When will staff be vaccinated? And what can you do, if anything, if they refuse?
The government has confirmed that vaccinations are being prioritised for high-risk categories including frontline health and care workers. By autumn, everyone over the age of 18 should have been invited for vaccination.
If you’re considering a “no jab, no job” policy similar to that of Pimlico Plumbers, there are a multitude of legal risks – from discrimination to data protection – to be aware of. Some employees may be unable to have the vaccine for individual health reasons.
Problems are more likely to arise where employees are working with vulnerable colleagues or members of the public, and all alternatives must be considered. Do please take advice first.
Risk assessments are encouraged and should help you to understand the role that vaccines play when it comes to workplace health and safety. If you’re unsure, ask us for advice.
Motivational movement
Life in lockdown can be sedentary for many people. Leaving the house to exercise is permitted under lockdown rules, but there have been questions and confusion over what is acceptable. Add to this the plummeting outdoor temperatures and it can be much more appealing to stay put.
The trouble with this is that it can become routine. When this happens, it poses risks for both physical and mental health.
Employees who are lacking in physical activity may consequently feel less motivated and uninspired. Exercise is not only good for the body but has multiple benefits for the brain too.
There are ways you can safely promote good physical well-being during lockdown to help employees through this tough time.
From sharing resources such as NHS Get Fit for Free, to organising a competition or company fundraiser that safely encourages physical activity. Don’t forget to ask the team for their input too. Dog walkers or parents of toddlers are bound to have some ideas and anecdotes to share.
Keeping on top of financial support
Are you up to speed with the support schemes in place for businesses? With news continuing to come in thick and fast it’s easy to miss out on vital updates.
Earlier this month the Chancellor revealed new one-off grants of up to £9,000 for businesses in the retail, hospitality, and leisure sectors. A further lifeline has come for some SMEs from a Supreme Court ruling which found some insurers liable for business interruption pay-outs in relation to Covid.
Both Kickstart and the Coronavirus Job Retention Scheme are still accessible. If you need assistance with either of these for your business, get in touch.