What have we learnt about flexible working?

Research conducted by the Southampton Business School offers valuable insights into the utilisation and impact of flexible working practices

CREDIT: This is an edited version of an article that originally appeared on Acas

In Spring 2024, significant changes in employment regulations came into effect for employers and employees in England, Scotland, and Wales. On 6 April, the Employment Relations (Flexible Working) Act 2023 and other related regulations were implemented.

Leading up to the new legislation, and in the evolving work climate since the pandemic, the Southampton Business School conducted research on how various sectors is utilizing flexible working. The findings provide valuable insights into best practices that can be applied in the new flexible working landscape.

Responsible and strategic

The study emphasised that flexible working has become a standard practice, leading to positive outcomes in employee retention and recruitment. For many employers, flexible working has become a crucial component of their business model.

The study also revealed that managers remain the primary decision-makers regarding flexible working, leveraging their role-specific expertise. However, the research highlighted some knowledge gaps concerning organizational policies, which could lead to inconsistencies in staff access to flexible working arrangements.

Lessons from the pandemic

Pandemic working provided managers with deep insights into how well-being and mental health challenges could inform diverse working needs. In the post-pandemic landscape, good practices have emerged, focusing on creating a positive climate for change that supports transparent approaches to:

• Flexible working
• Shared learning
• Role-modeling practices

The legislation enacted earlier this year offers organisations an opportunity to reflect on how flexible working demands have evolved over the past few years. It encourages a more strategic, learning-based, and collaborative approach to decision-making, enabling them to manage demand inclusively and fairly.

By embracing the insights of this study and adopting a responsible and strategic approach, business managers can not only enhance employee retention and recruitment but also cultivate an inclusive and fair workplace environment that meets the diverse needs of their workforce.