Welcome to this month’s VN Futures DIWP campaign on flexible working.

Over the course of this month, we will be exploring the topic of flexible working; what it means to the employee, the employer, and the business.

In this first week, we introduce flexible working, resolve some of the common myths, and share our fact sheet kindly provided by the BVNA Members Advisory Service which can be used for your workplace.

What is flexible working?

Flexible working is a type of arrangement that gives employees flexibility over how long, where, when and the hours they work. This it to better accommodate their commitments outside their job.

Why is flexible working important?

  • Improved work/life balance
  • Reduced absence
  • Improved staff retention
  • Improved morale
  • Better working relationships
  • Greater job satisfaction

Find out more about flexible working by downloading the BVNA Members Advisory Service fact sheet below, which includes:

  • Who flexible working is for
  • How to apply
  • What happens after your request
  • Advantages and disadvantages

BMAS Flexible Working Fact Sheet

Common myths surrounding flexible working

Here, we address some of the most common myths relating to flexible working:

Myth #1: An employer might say ‘I can’t agree to Fred’s request for flexible working because then everyone will want it, and I can’t agree it if for everyone’.

It is a common misunderstanding that a request has to be declined because then ‘I’ll have to give the same flexibility to everyone else’. There are a number of legally accepted reasons for declining a flexible working request – but this isn’t one of them.

In this instance, Fred might request flexible working (for example, coming in later in the mornings) and another employee might request the same thing, but as the staffing set up is now different (Fred comes into work late), it is not now possible to agree to agree for a second person to have the same flexibility.

More information is available from ACAS, which can be found here: Consider the flexible working request: Responding to a flexible working request

Myth #2: Employees don’t work as hard if they are working from home.

Studies have shown this is incorrect, employees are generally more productive when working at home (if the set up and management is in place).

Myth #3: It is not that an important issue for us.

Actually, younger people especially value flexibility very highly and are attracted to employers who offer flexible working.

Found this article useful? In the next few weeks of this DIWP flexible working campaign, we’ll also be exploring:

  • Considerations from an employee and employer perspective, showing precisely what needs to be considered for a flexible working request
  • Results from the recent DIWP flexible working survey
  • Your experiences of flexible working
  • Flexible working for SVNs