Why flexible hours can work

MONEY TALK By Jenny Watson Deputy chair, Equal Opportunities Commission

Only 3% opposed the idea.

That doesn't indicate a backlash against the law from non-parents as Ruth Lea from the Institute of Directors (IOD) suggested in her article for this column last week.

And it's not just employees who support it.

Nine out of 10 employers who have introduced flexible working - well in advance of the new law - have found they have benefited because it is cost-effective, reduces staff turnover and improves morale.

They may well decide it would make sense to extend the same flexibility to all their workers

So how is it possible to argue that increasing access to flexible working can be anything other than positive for employers and employees alike?

Of course, once employers have come to mutually convenient arrangements with employees who are parents of young children, and found that those arrangements work, they may well decide it would make sense to extend the same flexibility to all their workers.

That's a choice for them, and it's certainly a move that the EOC would welcome.

A discussion-based approach?

But what does the new law actually say? It does not provide an automatic right to work flexibly.

The legislation recognises there will always be times when an employer is unable to accommodate a parent's request.

There can be problems for some businesses, especially small businesses, in allowing key workers flexible hours Ruth Lea, IOD The employer's perspective?

It is intended to help the employer and employee have a discussion and find a solution that suits them both.

In fact, the employee has a responsibility to think carefully about the hours they want to work when making an application.

Their employer is required to follow a laid-out process to ensure requests are considered seriously.

Father power

The new right, along with improved maternity rights and the introduction of two weeks paternity leave, will give parents more choice about how they balance work and family.

The introduction of these new regulations is particularly significant for men.

It represents an official recognition, for the first time, of their caring responsibilities.

EOC research has found that men now do about a third of all parental childcare.

Many still would like to be more involved with their children's lives but feel that they can't because their employer wants them to work set, often very long hours.

Perhaps that will begin to change now that dads can spend two weeks with their new baby, getting involved right from the start, and now that they can also change their working arrangements if they want to, once the baby arrives.

The optimists

Many employers see flexible working as a positive change, but their voices are drowned out by the pessimists.

That leads to worries for those who could benefit from new working arrangements.

Flexible working is likely to give employers a more loyal, stable and happier workforce

Many men, in particular, are anxious about asking for a change or reduction in their hours if they work for an organisation which has traditionally frowned on the idea - and yet they have the most to gain.

We hope that employers will demonstrate they understand that asking to change your working arrangements does not mean you are any less committed to your job.

The best employers already understand this and we know that they will take the lead in encouraging others to follow their good practice.

Because far from being from being damaging for business, flexible working is likely to give employers a more loyal, stable and happier workforce - and that can only be good for productivity.

If you are an employer or an employee and want some more information about the new law, the EOC can help. Try its website at www.eoc.org.uk or ring our helpline 08456 901 4951.

Have you used the new flexible working regulations? Was your request accepted or turned down? Do you think employers should be flexible towards parents? Would you support a move to extend flexibility to other workers?

Your comments:

My childminder stepped down and I needed the option to work flexibly for a few months. It was refused. I'm a man.
Clive, UK

Unless the right to work flexibly is enshrined in law, of course companies will refuse to provide flexible working arrangements. Most men would know it to be pointless to even ask.
Chris Smith, England

The new flexible working rules may well be a boon for working parents, however it is yet another imposition on those of us who, for whatever reason, do not have children.
Karen, England

I was unhappy in every job I ever worked at until now - my current company employs flexi-time and flexi-days (Where you can take a day off per month if you work 7.5 hours surplus). In all my previous jobs I was unhappy, stifled and very depressed. Flexible working is desperately needed by this country on a wider scale to counteract the lack of morale felt by so many workers.
Mike, UK

When my son went to school my company agreed to me starting at 9am so I could drop him at school and finish on a Friday a 3pm so I could pick him up and was able to talk to Teachers.
Alison Cottrell, England

My departmental boss refuses flexi-time on the grounds it would be abused. Despite the company having a decent flexi-time system employed successfully in other departments! Surely he shouldn't continue to employ people he doesn't trust!
Paul, UK

Who has to work extra to cover for all the parents taking flexible time ? Not everybody has children, for example, parents, sick pets etc. We all have rights and responsibilities, we should all be equal not just the selected few.
David , UK

Why does flexible working only apply to the parents that have children under 6? I have been working from 7 to 3 ever since my children started schools. It saves me money and gives me a chance to speak to their teachers and should be made available to any parents if they so desire. Not everyone likes the early starts, but they should be able to choose. My youngest child is 11 and I was told I might have to have a review due to 24-7 support for my company.
HC, UK

I cannot comprehend why it always seems to be childless women who object to any parent/child friendly policies in the workplace. These policies are long overdue and represent not only a great improvement for those directly affected but for society in general in helping to produce fully rounded young people who have not been deprived of the necessary attention and affection from both parents during their formative years.
Declan Daly, UK

I only hope that employers embrace this and do not fudge over the legislation
Chris Scott, UK

I think that flexible working should be extended to all employees because it leads to happy and motivated employees
Catherine, UK

Flexible hours should be extended to everyone. I coped well juggling work with a young child, but elderly, sick parents were far the bigger problem.
Angela Grills, UK

Can I just point out that flexible doesn't have to mean fewer hours? It could mean homeworking, different shift patterns and so on. I want to work from home part of the week when I return to work after my child is born in June. And I also agree that flexible working should be applicable to all workers regardless of whether they have children of any age or not.
jax, england

Some businesses are bound to suffer as a consequence. What concerns me most is the wider implication for the UK economy. Jobs are being literally exported to India and other countries because of cheaper labour, less red tape, and better productivity. Flexible working could be simply another nail in the coffin of the UK Employment Market.
PBurns, UK

Being single or childless can be a lifestyle choice or a consequence of circumstances beyond an individual's control. Either way such people should not be penalised through the lack of a flexible working hours option such as is available to working parents - who for the most part have chosen to be this way. Indeed to exclude non-parents is tantamount to discrimination against individuals for their sexual orientation.
Martyn, England

It's such a shame that people are so pessimistic about this system. It's not about discrimination for non-parents, but about helping parents out so that they can be equal to non-parents. And as for the argument that people choose to be parents and should deal with it, well where would we be if childless workers were in the majority?
Anna, England

After many years of working fulltime with a family I have used this opportunity to reduce my hours to 32 per week. I still work 5 days a week, I still seem to get through the same amount of work. I get paid less and feel considerably less guilty. But more to the point as a professional I am still working to my full potential and not having to accept a lesser roll because I want to work less. I should have done this years ago!
Julia, UK

When my partner died the company that I worked for arranged for a flexible working pattern for me whilst I was off making the funeral arrangements. The new law would not have covered me because my daughter was 11 at the time. She is now nearly 15 and they still let me work from home, leave early to cater for her needs, work from home when she is ill and adjust my working hours to work around her. The only condition is that I put in the full working weeks hours. I am perfectly happy with this arrangement. It was offered to me and the result is that the company has complete loyalty and I tend to put extra effort into my work. This way we both win.
Mike Evans, UK

The key issue is not whether flexible working is good or bad but whether the State should impose it on businesses rather than let managers decide for themselves whether it makes sense for the business. If it is so good, it will be adopted in employers' self interest - market forces will do their job. The interfering and prescriptive route of which this government is so fond runs the risk of increasing the reluctance of employers to recruit women who have or may soon have childcare responsibilities. That's why Ruth Lea's objection to legal compulsion -as distinct from the concept of flexible working in itself - is spot on.
Gary Freer, England

I applied for flexible and was approved. I now work compressed hours over four days and have the fifth off. I don't work any less hours and my colleagues don't suffer any as a result. I spend three hours travelling every day and find I am more refreshed at work. My employer is a large insurance company though with several thousand staff - not sure if it would have been approved in a smaller environment. I'm glad it was though - I have more time with my wife and baby.
Gary, Scotland

I have a 9 year old child so I am not entitled to ask for flexible working. Why??, Is looking after a 9 year old easier that a 5 year old. I think Not!. She still needs dropping off at 9 and picking up at 3. The law should be adjusted for all parents irrelevant of the child�s age
Rob Coulson, England

Flexible working hours will only work if it's the same for all employees. If non-parents are discriminated against, this will only lead to resentment. Imagine the scenario; it's 14:45 and a big problem occurs in an office. At 15:00 all the parents leave to pick up their children from school, because they will say they are legally entitled to do so, leaving the non-parents to resolve the problem... It's an extreme example, but it's one that's very likely to occur.
Lee, Gloucester, England.

Yet again I read the screams of unfair treatment from those without children. If you take a new father's word for it, (and I presume that you won't) you cannot begin to understand the extra strains involved in balancing work and family lives in this country. And you have no idea of the extra responsibilities involved in bringing up children. It's like having another job. For Goodness sake GROW UP.
David, UK

Flexible hours for parents - what a great idea! It will never work in my company. The lack of vision by top managers mean they only realise they urgently need something a minute before the deadline. What happens when that deadline is 5pm, and everyone's gone home at 4?
Chris, England

I have to confess that before becoming a parent I wasn't very happy about these 'perks' that were being introduced for parents but flexible working is great. For those who grumble about it still please remember that flexible doesn't necessarily mean less hours. If you do opt for less hours you'll receive less pay. The whole scheme should be extended to cover parents until there children reach secondary school. The biggest problem I seen in the future is juggling my working hours round our sons school hours. I hope my employer will be understanding when this happens.
Alan, Scotland

Working for a large motor manufacturer, it is generally inflexible. However, in our small department of 22 we have adopted flexi working for the last 3 years and it is the happiest most productive department i have experienced. We are empowered to get the job done, carrying over up to 2 days per month, which can be taken off when we like as extra holiday. That equates to 25 extra days a year. In return, we turn up to work, get the job done, do the extra hours when needed but are free to fit in the extra holidays around the peaks in our work. It is a fantastic system but sadly many managers are weary of empowering the employees. I can honestly say that my attitude to work has considerably altered since I joined this department and my productivity has increased.
Mark, England

In principle I agree with flexible working, however, I do think that it should be applied to everyone or no one. Why should a person who has a family be allowed to work from home when the person without can't, that is discrimination in any sense, I'm sure there would be uproar if it was announced that Men could work from home but women couldn't. Its just the same thing. where will it stop, does it mean that people with children should get paid more as their 'expenses' are greater?
Jason, UK

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