Flexible working: continuing the conversation into 2022 and beyond

Following the launch of the Today’s Family Lawyer Jobs Board, we looked at what flexible working may entail in 2022 and beyond as employers look at new ways to attract the top talent

The pandemic saw the world of work change more drastically than any period since the industrial revolution. Remote working became requisite as workplaces scurried to adapt to a social landscape that was overhauled almost overnight.

Remote working (and now commonly hybrid working) is, however, just the tip of the iceberg. It forms just one cog of the mechanism that is flexible working.

Whether it is due to the advent of remote working or the current employee’s market within the UK, there is no doubt that there has never been a greater appetite amongst employees for flexible working practices.

But what exactly is flexible working? That is a question to which the answer is evolving at pace. One obvious example is “flexitime” whereby workers can adjust their workday’s timings and schedule to suit them: for example, starting work a couple of hours late one morning, but making up for the lost time another day. Taking this concept to another level is the idea of “summer hours” whereby workers work less time during the summer months, perhaps counterbalanced by extended hours during the winter. Ivy Exec CEO Elana Bajic said:

“We noticed an increase [in] employee morale and all the good things that go with that, such as higher retention, candidate attraction, and productivity [after offering summer hours].”

Flexitime is especially valuable to parents and carers. These groups often see their working potential suffocated by the traditional 9-5 schedule due to the time they must spend caring for children and others under their care. Flexible working hours allow them to be a valuable member of the workforce and of society, as well as maintaining their duties as a parent or carer. Having an employer who understands the need to help children if they’re sick, do the school run, and run other errands that are often unforeseen, is a massive perk.

Another flexible working perk gathering pace is that of a “period policy”. Spain is set to introduce legislation to give women suffering from severe menstrual pain three days’ medical leave each month – and up to five in appropriate cases – paid for by the government. This will become the first such entitlement in Europe. Several UK charities have called on the UK government to do the same, though such a policy is already within the jurisdiction of employers. A spokesperson for period equality charity Bloody Good Period said:

“We need to understand the experiences and challenges that people who menstruate face in the workplace, and then take steps to support them.”

Emma Cox from Endometriosis UK added, “we need to challenge the squeamishness and silence around menstrual health”. Charities such as Emma’s are continuing to raise the profile of conditions such as endometriosis, and this will only do more to raise employers’ attention as to what they can to do help.

Menopause is also an issue affecting many of the fastest-growing demographic in the British workforce (women aged 40 to 55), and awareness around how it should be treated in the workplace is on the rise. Laura Mahoney, HR Business Partner at Browne Jacobson, called on employers to do the following:

“Consider and agree appropriate adjustments your can offer to support menopausal employees, such as:

1. 1. Temporary/permanent changes to working arrangements/patterns (in line with flexible working policies)
   2. Adjustments to work duties (with the support from medical advice where necessary)
   3. Provision of USB fans and access to cold drinking water in our offices
   4. Flexibility with dress code wherever possible and if relevant
   5. Careful consideration of where the impact of menopausal symptoms has led to increased sickness absence, poor performance/conduct”

The government also recently backed the Neonatal Care (leave and Pay) Bill which will allow parents to take up to 12 weeks of paid leave – alongside other leave entitlements such as maternity and paternity leave so they can spend time with their baby receiving neonatal care. It is important that employers support and encourage their staff to make use of such policies.

Other examples of flexible working include compressed hours and job sharing. Also, in light of the recent heatwave in the UK and subsequent Met Office red weather warning, the TUC workers’ Union urged bosses to allow for flexible working and to relax dress codes. This issue is likely to increase in prominence as climate change tightens its vice on the British summers of the future.

The current employment landscape within the UK means flexible working practices will no doubt go a long way – and it is key for job adverts to be clear, concise and informative. With the recent launch of our jobs board, we are keen to use our position to promote such vacancies (and it’s free of charge!). Please do share any open positions with us via the following email address: jobs@todaysfamilylawyer.co.uk

Grace Beech, Commercial Partnerships Manager at Today’s Family Lawyer