Flexible working policy guidance notes

Why have a policy on flexible working?

Demographic studies and research into the expectations of the next generation of workers have concluded that employers will need to offer a wider choice of employment options to remain competitive in the labour market. In March 2000 the UK Government launched the Work Life Balance campaign, encouraging employers to adopt policies and practices that enable a better balance between work and home life.  In April 2003, the statutory right to request flexible working was introduced for parents of young children. This right has since been extended in April 2007 to cover carers of adults and to foster carers in October 2007.   With effect from 6 April 2009 the right to request flexible working was extended to parents of children up to the age of 16.  Parents of disabled children continue to have the right to make a request up until the child reaches the age of 18.

Flexible working practices and part time opportunities support these challenges and by adopting a formal policy that still enables a degree of flexibility, the Company can easily communicate its strategy and the statutory right to all staff. A formal policy is more likely to generate confidence in employees to seek more flexible arrangements that the Company can benefit from. Managers who are clear on their responsibilities during recruitment campaigns are more likely to benefit from such a Policy and be more successful in promoting the Company as an “employer of choice”. A formal policy also ensures consistency and compliance with legal obligations.