The document is a slide deck from a webinar on flexible working presented by Joanne Vose from The Business Springboard. Some key points: - Flexible working allows employees to balance work and personal lives through flexible schedules, locations, or other arrangements. - UK law requires employers to consider flexible working requests from parents of children under 18. While requests can be denied if it causes business problems, flexibility can increase productivity, retention and recruitment. - Successful flexible programs highlighted include those at HSBC, Rank Xerox USA, and Hewlett Packard. Implementing flexibility requires assessing employee needs, gaining management buy-in, and focusing on performance over presenteeism.

1. Complimentary Webinar Slides:
HR – Flexible Working
28 January 2014
Joanne Vose
© The Business Springboard Limited 2013

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3. About Your Presenter
Joanne holds an MA in Human Resource Management, is a fully qualified
Member of the Chartered Institute of Personnel & Development and is a
qualified NLP Practitioner. With considerable experience in people
management and training interventions, Joanne’s consultancy and training
is valued by her clients for her practical and business orientated approach,
providing a complete people management solution to support
organisational goals.
Joanne delivers a number of modules for The Business Springboard,
including The 4D Manager and the Leadership & Management
Development Programme, both of which are recognised for progression to
further education.
In addition, Joanne co-presents our HR – Law & Practice seminars, giving
legal updates and practical advice on people management developments
and issues.
w: www.thebusinessspringboard.co.uk
t: 0113 2089922
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4. Disclaimer & Copyright
These materials are designed solely for the use of participants
on our courses. These materials shall not be copied or
reproduced in any format whatsoever without the prior
consent of The Business Springboard Limited.
The content of these materials does not constitute advice
tailored to any participant’s specific needs and to the
maximum extent permitted by applicable law, The Business
Springboard or any of its employees or associates shall not be
held liable for any direct, indirect or consequential loss or
damage arising as a result of use of these materials.
w: www.thebusinessspringboard.co.uk
t: 0113 2089922
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5. Welcome
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Flexible Working – What is it??
What the law says
Mutual Benefits
Some Success Stories
Implementation
Questions & Answers
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t: 0113 2089922
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6. Flexible Working – What is it?
 Allows a work-life balance:
 Being aware of different demands on time &
energy
 Having the ability to make choices in line
with the allocation of time & energy
 Knowing what values to apply to
choices
 Making choices
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7. Why Should we Consider It?
 Social & economic changes, such as
greater numbers of women in the
workforce & the expectations of younger
employees
 Growing reluctance to keep the longhours culture
 Rise of the 24/7 society
 Technological advancements
 Legal requirements
 Employer benefits!
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t: 0113 2089922
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8. What the Law Says
 Parents of children aged 16 or under, or
disabled children under the age of 18
have the right to apply to their employer
to work more flexibly if they have:
 worked for their employer for 26 weeks
continuously at the date that the application
is made
 not have made another application to work
flexibly under the right during the past 12
months
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9. Fair Grounds to Reject
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Extra costs which will damage the business
The business won‟t be able to meet customer demand
The work can‟t be reorganised among other staff
People can‟t be recruited to do the work
Flexible working will have an effect on quality and
performance
 There‟s a lack of work to do during the proposed
working times
 the business is planning changes to the workforce
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10. The Future….
 Increase right to all employees
 Duty to deal with request in reasonable
manner & timeframe
 Guidance to prioritise
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11. However…
 The Department for Business, Innovation
and Skills (BIS) confirmed no longer
possible to implement extension on 6
April
 Government will look to implement the
extension at “an appropriate date as
soon as possible this year”.
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12. Benefits of Better Work-Life
Balance Arrangements
 Traditionally women with young children
have been main beneficiary
 Now these arrangements also benefit
employees without children
 The employer should also benefit from
better work-life balance arrangements
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13. The Business Case for a WorkLife Balance
CIPD reports the following business
benefits:
 Higher productivity & competitiveness
 Increased flexibility & customer service,
e.g. to cover absence & holidays
 Raised morale, motivation, commitment
& engagement
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14. The Business Case for a WorkLife Balance (cont …)
 Reduced absenteeism
 Improved recruitment & retention of a
diverse workforce
 Wanting to become an „employer of
choice‟
 Meeting legal requirements
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15. Types of Flexible Working
 Flexible working hours – daily, weekly,
monthly, etc
 Self-rostering
 Annualised hours
 Flexible working location
 Special leave availability
 Career breaks
 Health, well-being & employee assistance
programmes
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16. Success Stories
 HSBC – „Family Friendly & Childcare Options‟
 In 1988 30% of women returned after maternity
leave, now 85% return
 Rank Xerox USA „Extended hour 4 day week‟
 Absenteeism fell by 30%
 Transport & productivity
 Olympic games
 Hewlett Packard, Financial Services „Compressed
Working Week‟
 Productivity increased from 37 transactions to 63
per day
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17. Problems With Work-Life
Balance Arrangements
 Incur additional cost to set up, including
increased managerial workloads
 Should be outweighed by the benefits of
achieving strategic objectives
 Line management resistance
 Often based on false assumptions about the
likely problems that the new arrangements
will cause
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18. Setting Up Work-Life Balance
Arrangements
Steps:
Find out what employees needs are and how far they
are being met –
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What type of conflicts are employees facing?
Home situations & consequences of home commitments
Use exit interviews – balance issues?
Ensure policy inclusive – all employees should benefit
Involve employee from the start
Establish a business case for improving work-life balance
Relate to bottom line, communicate to most influential
people in the organisation & other bodies such as trade
unions
Identify financial resources & key personnel
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t: 0113 2089922
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19. Setting Up Work-Life Balance
Arrangements (Cont …)
 Focus on organisational culture
 Must accommodate flexibility, innovation &
empowerment
 Trust is vital
 Rather than putting emphasis on presenteeism, it
should be on performance & targets
 Flatter organisational structure where employees
work in teams & are empowered makes
implementation easier
 Managers set example – becomes part of culture
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20. Questions & Answers
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23. HR – Interview Techniques
3 September 2013
Joanne Vose
© The Business Springboard Limited 2013
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