Cross-sector insights on enabling flexible working
Research-backed guidance with cross-sector examples on ways to implement flexible working
A guide for employers and line managers to navigate the expected upsurge in flexible working requests
Remote working during the COVID-19 pandemic has led many people to re-evaluate how, when and where they work. As such, we’ve designed this guide to help employers and line managers manage the expected increase in flexible working requests from employees, dispel certain myths surrounding flexible working, and help you to consider creative flexible working solutions that go beyond simply working remotely.
Quality flexible working can help attract talent, improve employee job satisfaction and loyalty, reduce absenteeism, enhance wellbeing, and make businesses more responsive to change.
There are many flexible working options for employees to choose from, many of which can help enable a safer return to a post-COVID workplace:
Planning a move to hybrid working? Read our latest advice for organisations.
Here we outline 11 recommendations to help organisations encourage a culture of flexible working while ensuring requests are dealt with in a fair, consistent manner:
These recommendations were informed by our research into the approaches organisations have taken to flexible work in different sectors and industries.
Employees whose jobs aren’t ordinarily associated with flexible working might feel aggrieved by those they observe in industries which enjoy a greater degree of flexibility. You can improve the motivation and engagement of these workers by offering greater flexibility of hours. CIPD research has shown that it’s possible to implement flexible working in an effective, creative way even in sectors like healthcare, transportation, education, construction, transport, automation, and manufacturing – sectors seldom viewed as ‘flexible’.
The following pointers are drawn from our practical guidance on the flexible working lessons learnt from the pandemic, based on research conducted in the UK by Dr Charlotte Gascoigne:
The right to request remote work legislation has not yet come into effect in Ireland. Currently, all employees can ask their employers for the right to work remotely, but there is no legal framework around how a request can be made and how it should be dealt with by the employer. The new law will set out clearly how these requests should be facilitated as far as possible.
If you’re planning to make permanent changes to shifts and working hours, you’ll need to consult employees and follow the rules governing contractual changes.
Remote working during the COVID-19 pandemic has led many people to re-evaluate how, when and where they work.
Communicating the different types of work arrangements you offer is key to managing flexible working requests in a fair, feasible manner – especially for roles which do not historically lend themselves to working remotely. Involve your teams in these processes and ensure line managers are on board at all times; this’ll help employees work collaboratively when they may be working different hours or present in the physical workspace on different days compared to their colleagues.
You could potentially trial flexible working arrangements for a set period of time; this’ll show you what works and pinpoint any problems which might arise. Any issues highlighted in the trial can then be adjusted before making anything permanent. Remember – flexible working is possible across many sectors.
Research-backed guidance with cross-sector examples on ways to implement flexible working
A guide for employees to develop a strong business case for submitting a flexible working request
View our resources to explore the key issues that employers need to consider in managing hybrid working