A proposed ‘flexible working bill’ could see workplace flexibility become law as the government look to avoid a growing work-life balance crisis.
Modern Lifesyle
If made law the bill would see all roles become flexible and would see employers choosing from a pre-set list of flexible arrangements. That is unless there is a sound business case for why the role could not be done flexibly
The bill will flip the current onus from employees to the employer.
Introduced this week by MP Helen Whately, it aims to address the growing issue of what some see as a skewed work-life balance. An after effect of what Whately says are changes due to a modern lifestyle.
Speaking to People Management, the conservative MP admitted that while a traditional, 9-5, Monday-Friday week worked in the past, we need to look into alternatives which will “reflect the reality of how people want to live and work today.”
Four-Day Week
It’s hoped the flexible working bill – which includes the introduction of a four-day working week – would see employee loyalty, morale and productivity boosted.
Perhaps more importantly, it’s thought the move would help close the gender pay gap, assist those with shared childcare responsibilities and help businesses retain staff who may otherwise leave for other pastures.
Under current law an employee must actively request any flexible working conditions from their employer. They must also have worked for the employer for at least 26 weeks to be eligible. The employer is under no obligation to accept this request and can reject it based on a legitimate business reason.
If introduced what would the bill mean to you and your company? Would you be prepared for added flexibilty? Where do you stand as an employee?