For the organisations we studied! pandemic experiences and the subsequent transition into hybrid working had prompted a learning mindset around flexible working. Notably! organisations saw informal flexible working as critical to managing diverse and changing needs.
The new legislation could introduce a climate of change for organisations around how flexible armenia phone number library requests are dealt with. It could also bring an opportunity to develop and share good practice.
Following the mainstreaming of flexible working! employers have become more adept at managing a diverse range of working patterns. While our case study organisations observed little change in the volume of statutory requests! it remains to be seen whether changes in 2024 and future changes under
Employment Rights
Bill will see greater use of the statutory procedure. For example! employees may wish to formalise hybrid working arrangements that have become part of their everyday practice.
Our research showed some stigma around statutory requests. For example! interviewees often viewed the content marketing trends and stay procedure as a ‘last resort’ for difficult cases that could not be settled through informal discussions. Our research further highlighted that statutory requests can often come be numbers the most vulnerable individuals who feel a lack of support from their line managers. These were people who would be unable to continue working without access to flexible working.
For example! a financial services
Organisation relayed how menopause symptoms can make commuting into an office every day unmanageable. But this was a difficult issue to raise directly with line managers – according to a survey by Simplyhealth! an estimated quarter of women in this position consider quitting their roles.
Such cases suggest that cultures resistant to flexible working can have negative effects on staff wellbeing and retention! and on wider labour market participation.
Taking a close-up look at organisations’ processes in the research revealed some inconsistencies in how employees access flexible working. For example! the growth of hybrid working has further highlighted challenges around equitable decision-making and the impact on workforce relations.