Flexible Working

flexible working The future of

flexible working?

Almost twenty years ago, comedian, actor and writer Ricky Gervais rose to fame in the BBC’s hit mockumentary sitcom, The Office. It followed the lives of ordinary workers in a branch of a large paper company, Wernham Hogg, in the Slough Trading Estate in Berkshire.

Now, however, the viability of the physical office has been called into question by the coronavirus pandemic, which has seen thousands of workers from across the borough work from the confines of their own home.

In truth, remote and flexible working had become more common by the time COVID-19 hit UK shores, with technology allowing more people to work from home or on the move. COVID-19 has merely reinforced the message that, in many cases, it’s possible for people to carry out their day jobs remotely.

However, this is not necessarily a good thing; several reports have highlighted workers’ increased anxiety and isolation due to being away from the office environment. Other studies have reported an erosion in the divide between work and home life, with some workers feeling unable to switch off from work to enjoy time with their families.

So, what does the future of work/office life look like now? Sandra Porter of HR Dept, says: “Over the longer term there will be much wider adoption of remote working and a greater sense of flexibility regarding where and when the work gets done. There are many factors for business owners to consider. Where can employees work effectively and meet the needs of the individual and the business? Does there need to be options for increased flexibility of working hours and a greater focus on optimal output rather than hours clocked?”

“How successfully businesses maximise these opportunities depends on many factors including the perspective of the business owner, the trust they have in their team, the adoption of technology and enhanced communication channels.”

The key challenge for employers is to turn the new normal into a positive future for good work habits and a decent work/life balance for staff.

Nicolle Anderson, business development director at Business Clan, says: “We need to look at the reasons for asking people to work in an office rather than from home. The circumstances for getting the team together should be positive and purposeful. People would look forward to going into the office for these reasons rather than it being a daily drudge.

“At Business Clan, even pre-COVID, our policy was that you can work when and where you want to as long as work is completed to high standards and to deadline. We meet in the office for team and client meetings, for project work and on-the-job training where face-to-face collaboration is more effective. Otherwise, there’s no obligation to work there. This blended approach requires a shift away from the misguided view that people are only working if the employer can see them working. The benefits are that employees who feel trusted deliver more and less time spent commuting means they have more time and energy to devote to their work and personal lives.

“There are also benefits for employers. Without the restrictions of needing to employ people who can get to a specific location for a specific time, there’s an opportunity to recruit from a far wider talent pool. Office space is often a significant cost to a business and employers are now considering whether a permanent office is needed or whether they can downsize or use flexible office space as and when they need it.”

It’s clear that a new way of working will bring new challenges – both operational and legal.

Sandra says: “Working from home does not free the employer from their health and safety obligations. Helping employees to work efficiently from home requires an honest conversation about how the employee will be able to create an appropriate safe space – both physically and mentally – while working from home. The need for boundaries around working hours to prevent an “always on” culture needs to be communicated explicitly to prevent bad habits or unfair expectations. Encouragement of increased formal and informal communication should be considered to replace the chat in the kitchen or around the water cooler, so that employees don’t become disengaged or isolated when away from the office.

Nicolle adds: “Employers need to be careful not to lose the sense of belonging which is easy to cultivate if you work side-by-side all day, but can easily be lost when your team is working from home. Home workers need the same level of engagement and interaction with colleagues as they had in the office to safeguard the psychological connection between worker and employer. This will become increasingly important as team structures evolve over time due to staff turnover and preexisting social connections from office life are no longer in place.”

BUSINESSES PLAYING THEIR PART IN

COMBATING COVID-19

Over the past few months, businesses across Kingston have worked incredibly hard to make themselves COVID-secure, to protect their customers and staff. We want to say thank you for all you have done.

Despite these efforts, rates of coronavirus have risen across the country. In response, the Government has implemented new regulations and guidance for businesses to reduce the spread of the virus.

Rule of Six

The Rule of Six limits the number of people who can meet together in and out of their homes, or in hospitality settings, to six.

This may have implications for your business as you will not be able to take bookings for groups of more than six people or allow groups of more than six to sit or mingle together.

There are some exceptions to the rule, such as where the household is larger than six people in total or where it is a support bubble, but it will not be possible to book events such as Christmas lunches for groups larger than six people.

Businesses and event holders will now be breaking the law if they do not comply with the regulations and could face prosecution and a fine or a fixed penalty notice of £1,000.

NHS Test and Trace App

Many businesses and venues are now legally required to collect contact information from their customers, visitors and staff for NHS Test and Trace. The new law covers venues where people are likely to congregate for more than 15 minutes at a distance of less than 2 metres - including hospitality venues, close contact services, community centres and libraries.

Businesses and venues must ensure these details are collected, stored securely and retained for 21 days.

To support the collection of this data, the Government has launched the NHS Test and Trace App. Businesses and venues in England and Wales are now legally required to create, download and display a poster containing a unique QR code on their premises.

You can create your QR code at www.gov.uk/

create-coronavirus-qr-poster

Venues not displaying a QR code may be fined £1,000.

The NHS App enables your customers and visitors to register their details and log that they have visited a specific venue. For those customers who do not have smartphones or who do not wish to use the QR code, a written record of their personal details must still be retained by the business or venue.

The more people who use the NHS Test and Trace App, the more the NHS will be able to track the virus and send alerts to businesses and customers who may have been in contact with someone who has tested positive for COVID.

There is more information about the NHS App at

www.covid19.nhs.uk

If you have any questions about your responsibilities under the COVID legislation, please contact licensing@kingston.gov.uk

Thank you for your continuing support to keep Kingston safe.