A Flexible Working Policy:
A Valuable Part of Your Employee Benefits Strategy

At Aldermont, we believe in crafting employee benefit solutions that are as unique as the businesses we serve. One-way companies can stand out is by offering flexible working policies, which may contribute to a happier, more productive workforce and potentially attract top talent. However, implementing such a policy requires a thoughtful approach, ensuring it aligns with both your business goals and legal requirements.

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Understanding Flexible Working in the UK

Flexible working is more than a trend; it represents a shift towards a more adaptable workplace. Recent changes in UK legislation have made flexible working even more accessible to employees.

As of 6 April 2024, under the Employment Relations (Flexible Working) Act 2023, all employees now have the right to request flexible working from the first day of employment, removing the previous requirement of 26 weeks of continuous service.

This change is designed to help employees balance their work and personal commitments more effectively and encourage employers to offer more flexible work environments.

Other key updates include:

Two Requests per Year: Employees can now make two flexible working requests within a 12-month period, up from the previous allowance of one.
Reduced Decision Time: Employers must respond to requests within two months instead of three.
Consultation Requirement: Employers must consult with employees before rejecting a request, rather than outright denying it.
No Need to Justify Impact: Employees are no longer required to explain how their flexible working request might impact the business or suggest ways to manage any potential impact.

These changes aim to provide greater flexibility for employees while encouraging employers to consider these requests carefully and constructively. For more details on these legislative updates, you can read more on the UK Government website.

Types of Flexible Working Arrangements

Remote Working

Employees work from a location other than the office, such as their home or a co-working space, reducing commuting time and offering a better work-life balance.

Compressed Hours

Employees work their total contracted hours over fewer days, such as a four-day week, allowing for extended time off.

Flexitime

Employees choose their start and end times within agreed core hours, providing flexibility to manage personal responsibilities.

Job Sharing

Two employees share the responsibilities of one full-time role, splitting the hours and tasks to suit their schedules.

Staggered Hours

Employees have different start, break, and finish times, which can help manage peak times or suit personal needs.

Part-Time Working

Employees work fewer hours than a full-time contract, which may suit those balancing other commitments, like family or education.

Annualised Hours

Employees work a certain number of hours over the year but with flexibility on when they work those hours, depending on workload demand.

Term-Time Working

Employees work full-time during school terms and have time off during school holidays, ideal for parents or those with family commitments.

Steps to Implementing a Flexible Working Policy

Creating a flexible working policy starts with understanding your organisation’s needs. Not every role will be suited to flexible arrangements, so it’s vital to identify where flexibility can enhance productivity without impacting service levels. Engaging with employees to understand their needs can help shape a policy that benefits both the staff and the organisation.

Once you have this insight, a clear policy should be developed, outlining eligibility, application processes, and the criteria for approval or refusal. Communication is key ensuring that all staff are aware of the policy and feel comfortable using it.

Flexible Working as Part of a Comprehensive Benefits Offering

A robust employee benefits package goes beyond just flexible working. At Aldermont, we help businesses build comprehensive solutions that may include:

Health and Wellbeing Programs: Private medical insurance, dental cover, and employee assistance programs that support both physical and mental health.
Financial Benefits: Salary sacrifice schemes or group income protection policies that offer financial security.

By integrating flexible working with these benefits, you can create a compelling employee value proposition that supports overall well-being and may boost engagement.

Monitoring and Adapting Your Policy

No policy should be static. Regular reviews and feedback sessions can help ensure that flexible working arrangements remain beneficial for both employees and the business. Consider trial periods and ongoing evaluations to adjust the policy as needed.

Gareth Thomas Managing Director

Why Choose Aldermont?

At Aldermont, we take pride in offering holistic advice and tailored solutions for our clients. Our team provides ongoing support, from initial consultation to annual market reviews and employee education seminars, helping you make informed decisions about your employee benefits strategy.

If you’re looking to enhance your employee benefits offering, including implementing a flexible working policy, we’re here to help you every step of the way. Contact us today to learn more about how we can support your business.

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