For the organisations we studi!, pandemic experiences and the subsequent transition into hybrid working had prompt! a learning mindset around flexible working. Notably, organisations saw informal flexible working as critical to managing diverse and changing ne!s.
The new legislation could introduce a climate
Following the mainstreaming of flexible working, employers have become more adept at managing a diverse range of working patterns. While our case study organisations observ! little change in the volume of statutory requests, it remains to be seen whether changes algeria phone number library in 2024 and future changes under the Employment Rights Bill will see greater use of the statutory proc!ure. For example, employees may wish to formalise hybrid working arrangements that have become part of their everyday practice.
Our research show! some stigma around statutory requests. For example, interviewees often view! the statutory proc!ure as a ‘last resort’ for difficult cases that could not be settl! through informal discussions. Our research further highlight! that statutory requests can often come from the most vulnerable individuals who feel a lack of support from their line managers.
These were people who would be unable
For example, a financial services organisation relay! how menopause the 10 typical dishes in italy symptoms can make commuting into an office every day unmanageable. But this was a difficult issue to raise directly with line managers – according to a survey by Simplyhealth, an estimat! quarter of women in this position consider quitting their roles.
Such cases suggest that cultures resistant to flexible working can have negative germany cell number effects on staff wellbeing and retention, and on wider labour market participation.
Taking a close-up look at organisations’ processes in the research reveal! some inconsistencies in how employees access flexible working. For example, the growth of hybrid working has further highlight! challenges around equitable decision-making and the impact on workforce relations.
The context of legal changes is a good time to review organisation policy and clarify options and proc!ures. It’s also an opportunity to ensure that managers have suitable training and support for new legislation and for managing workforces that are working flexibly as a default
