One year after the UK granted employees the right to request flexible working hours, challenges persist.
- A recent survey highlights that over 20% of working mothers have left their jobs due to rejected flexible work requests.
- 38% of mums on maternity leave are considering not returning to work without flexible options.
- Timewise reports nearly half of Britain’s workforce desires more flexible working hours.
- Only 6.2% of job adverts offer flexible working with a ‘liveable’ salary.
Despite the UK government granting employees the right to request flexible working hours, a significant number find their requests denied. Adrian Lewis, Commercial Director at Activ Absence, notes that while the legislation aimed to offer flexibility, it has not been favourable for many workers. A survey by Workingmums.co.uk indicates that more than one-fifth of working mothers have been compelled to resign after their requests for flexible work were turned down.
Furthermore, the survey reveals that a considerable 38% of mothers still on maternity leave would opt not to return to their current roles should flexible working not be permitted. This statistic underscores the pressing need for adaptable work structures to accommodate parental responsibilities in modern life.
A report by Timewise in June emphasises this demand, revealing that approximately 14.1 million individuals in the UK seek greater flexibility in their working hours, aligning with the needs of modern living. This figure represents almost half of the working population, indicating a widespread call for change.
However, the reality falls short, with only 6.2% of 3.5 million job advertisements mentioning any form of flexible working while also offering a salary deemed sustainable. This highlights a gap between employer offerings and employee expectations for flexibility in their careers.
Adrian Lewis comments, “It seems that many companies are struggling to integrate flexible working into their businesses. Many smaller companies especially are declining requests, and currently, there is no statutory right to appeal if a request is turned down.” This lack of an appeals process further complicates employees’ efforts to secure flexible arrangements.
Lewis also notes that the successful implementation of flexible working requires trust, efficient communication, and appropriate technology. Larger organisations might manage this transition better, whereas smaller firms face more significant challenges. Maintaining operational visibility is necessary for these arrangements, ensuring smooth workflow and clarity on staff availability.
Establishing robust systems to track employees’ statuses—whether on holiday, sick leave, or working remotely—is critical. A well-managed system prevents the blurring of work-life boundaries and ensures that workers are not disturbed outside of their working hours. Companies adopting these practices may attract top talent, as the demand for flexible working grows.
In conclusion, while flexible working legislation presents opportunities, its implementation remains inconsistent, leaving many employees without the desired work-life balance.
