England’s most recent middle of the night scheduled World Cup game has sparked the conversation around flexibility in the workplace.
The game provided expectations that it would likely finish after 3am, due to potential pushed back start times and the possibility of extra time and penalties. With this, we saw the government allow bars and pubs to stay open until 5am for the match, extending licensing hours nationwide.
As a result of the game and the government extending licensing hours, many employers took the decision to make flexible morning-after arrangements. Some arrangements included later start times, the opportunity to work from home or the day off entirely. Additionally, Others recognised those who continued working as normal through additional support or incentives.
Many leaders argued that making staff come in to attend work as usual (bright and early) on Monday morning would have worsened business outcomes, with heightened tiredness, loss of productivity and increased absence. Instead, employers found that through offering flexibility as a gesture of good will, morale is up and productivity remains largely unaffected.
The conversation has highlighted the importance of striking the right balance between the people strategy and business strategy and how this is defining modern leadership and business practices.
Of course, this isn’t a realistic or reasonable expectation for all employers. For example, the likes of Aldi and Nissan provided no flexibility for the game, operating as business as usual. Demands will always vary between industries and sectors. However, what we do know is that flexibility is one of the most valued and appreciated perks for employees. We’ve seen the business benefits flexibility can provide and how gestures of good will can go a long way.
As an employer, do I have a legal duty to be flexible?
A one off flexible request has no legal requirements for organisations to agree and approve any requests that were linked to the football match. However, employees do have the right to request flexible working patterns and arrangements. Employers must deal with requests in a reasonable manner and show reason for both approving requests and more importantly, have clear business reasons as to why the flexible working request cannot be permitted. Ultimately, a one day request differs from a flexible working request. The key message here is to be clear, consistent and fair in your decision making.
Final thoughts and considerations
It’s important that where employers can, they give something back to their employees. Workplace expectations are evolving, and flexibility has become one of the most meaningful incentives employees value.
Running a business is not only about ensuring attendance and managing the day-to-day tasks. Instead, employers should embrace the opportunity to strengthen employee relations. When employers clamp down on and restrict employees, this normally creates many issues that can be hard to totally rebuild from. By taking a balanced approach, businesses have the opportunity to positively impact engagement, morale and loyalty.
Support with people strategy
At McMillan and Associates we have a fantastic team of experienced, independent HR professionals who will work alongside you and your team to deliver HR support tailored to your business’ specific needs. Whether you are looking for support with a particular HR project or issue, or require long term HR support, we are here to help.
We also support businesses on a strategic level, helping you to align your people strategy with your overall business plan. Because when both strategies are synced and compliment one another, growth happens.
📅 Ready to align your team with your business goals? Click here to book a strategic consultation with us today.
Get in touch:
🌐https://mcmillanandassociateshr.com/
📞 07983494048