Understanding the New Flexible Working Bill: Key Takeaways for Women
The role of flexible working in the professional lives of women in tech cannot be overstated. Data tells us that over three-quarters of women indicate that flexible working is paramount when job hunting. But what does this mean in real terms and how does the new Flexible Working Bill affect this?
Defining Flexible Working
Flexible working encompasses alterations to your working hours, location, or other terms, made in collaboration with your employer. It’s not just about working from home. Since the COVID-19 pandemic in 2020, its significance has only magnified. Flexible work arrangements may include:
- Remote working: Working from a location other than the office.
- Flexi-time: Tailoring hours to accommodate personal commitments like childcare.
Adjusted Work Hours: Customizing start and end times. - Part-time Work: Reducing regular hours.
- Job Sharing: Sharing a job role and responsibilities with another person.
- Compressed Hours: Completing contractual hours over fewer days.
- Requesting Flexible Working: A Step-by-Step Guide
- Eligibility: Previously, employees needed to be in their role for 26 weeks to request flexible working. The new bill changes this.
- Formal Request: This should state it’s a ‘statutory flexible working request’ and should include specifics of the change, desired start date, potential impacts, and dates of any past requests.
- Response Time: Employers have a legal obligation to address the request and must respond within a set time frame.
What’s New with the Flexible Working Bill?
The latest bill simplifies the process for employees seeking flexible work adjustments:
- Immediate Requests: Employees can request from the first day of employment.
- Increased Frequency: Up to two requests can be made within a year.
- Simplified Applications: Employees needn’t mention the potential impact on the employer in their request.
- Mandatory Consultation: Employers must discuss the request with employees before refusing.
- Prompt Response: Employers need to reply within two months.
- This bill, spearheaded by Yasmin Qureshi, a Labour MP, will likely be in effect by 2024.
Implications for Employers
For employers, the bill implies:
- Early Requests: Be ready for flexible working requests from day one.
- Open Discussions: Engage in dialogues about flexible working’s appropriateness for different roles.
- Fair Evaluation: Every request must be assessed justly, with a response provided within two months.
- Employers should see this not as a challenge but an opportunity. Embracing flexible work can boost productivity, job satisfaction, and workplace diversity.
How Does this Benefit Women?
This bill could be a game-changer for women, especially those juggling work with childcare responsibilities. It facilitates a better work-life balance, potentially reducing the need for women to compromise their careers for their families. With childcare expenses on the rise, the flexibility to adjust work hours can be a financial relief. Moreover, it may pave the way for more fathers seeking flexible working, promoting shared parental responsibilities.
The fight for more flexible work options has been long, and while many believe more can be done, this bill marks significant progress. As Jane van Zyl, Chief Executive of Working Families, puts it, “Flexible working isn’t just good for people–it’s also good for business, and good for the economy.”
In summary, the new Flexible Working Bill is a promising stride towards greater work flexibility, offering both employers and employees, especially women, a chance at a more balanced and satisfying professional life.