Hybrid flexible working is needed to rebuild our economy

The new hybrid working guidance from the Flexible Working Taskforce has been welcomed by the British Chamber of Commerce (BCC). As part of its involvement in the Flexible Working Taskforce, the CIPD has jointly produced practical guidance to support effective hybrid working.

The guidance focuses on people management; recruitment and induction; inclusion and fairness; and health, safety and wellbeing. It looks at providing training to managers on how to manage hybrid teams effectively, reviewing HR processes, keeping any hybrid working policies and principles under ongoing review – including the impact on workers with protected characteristics.

Commenting on the new guidance from the Flexible Working Taskforce, Jane Gratton, BCC head of people policy, said: “Many businesses have experienced the benefits of staff working from home over the past 18 months and our research indicates three quarters of employers will continue to offer hybrid working going forward.

“This new guidance will help all employers to confidently implement and roll out hybrid working in a way that is fair and accessible to their workforce.

“Flexible working makes good business sense and is increasingly becoming a standard part of staff benefit packages. While remote working may not be practical for all job types, the wide range of other flexible working options that firms can consider opens the doors to new talent to fuel growth and rebuild our economy.”

Celebrating a win for #Flexfrom1st campaign

The CIPD’s #Flexfrom1st campaign aimed to make access to flexible working arrangements more equal.

They encouraged employers to support flexible working for all and the right to request flexible working from day one of employment - current UK law states employees can only request to work flexibly after 26 weeks of employment, with a limit of one request per 12 months.

While the COVID-19 pandemic saw huge increases in remote working, CIPD research found that 46% of UK employees did not have access to any form of flexible working in their current role, despite many different types of flexible working arrangements available. Those without access to flexible working are around twice as likely to be dissatisfied in their job, compared to those who do.

CIPD research also clearly identified the benefits of flexible working arrangements for employers and employees, from improved wellbeing and work–life balance to greater engagement and job performance.

On Thursday 23rd September, the Government published a consultation on making the right to request flexible working a day one right for all employees. The CIPD welcomed the consultation and responded positively to the proposed change in legislation.

CIPD surveyed over 1,000 senior HR/decision-makers and found 57% were in favour of a day one right to request flexible working.

The result of this consultation has concluded in the UK Government pledging to change the policy, enabling employees to make flexible working request from day one of their employment (law date change TBC).

West London Chambers, has adopted the hybrid working model. The team became adept at working from home during the pandemic, setting up designated space for our workstations. When we were able to return to the office, the consensus was that we would go into the office for face-to-face meetings, project work etc. We find the new style of working is far more productive, we keep in touch via weekly Zoom meetings and daily phone calls, where the plans for the week/months ahead can be talked through.