New research shows that a year after the Flexible Working Act was introduced, many UK workers face significant barriers when they request flexible working arrangements.
Nearly one third of workers (28%) claim that their request was denied because productivity concerns were raised.
Phoenix Group, a UK-based long-term saving and retirement business, has released the findings. Data shows that while flexible working is becoming more popular, the progress has been inconsistent. In the last year, 21 percent of employees successfully requested flexible working hours. However, the same proportion were denied by their current or former employers.
The report shows that the primary reason for refusing is a perceived loss in productivity. However, it also shows a mismatch between employee expectations and employer concerns. 68 percent believe that they would be more productive if they had control over their working hours and location. However, employers are still reluctant to change from the traditional model of work.
Flexible working is often misunderstood, or applied inconsistently. The legislation was designed to standardise the access but there are still issues in terms of employee awareness, manager involvement and workplace culture.
Flexibility is not allowed because of concerns about productivity
Research has identified multiple reasons for the refusal of flexible working requests. Along with concerns over productivity, 27 per cent of employees claim that their employer does not support flexibility. In 24 percent, “business needs” were the reason for refusal. However, 21 percent cited a lack in resources.
In practice, when asked what flexibility meant, 62 per cent of workers stated that they preferred flexibility regarding their working hours, while 43 percent said location was more important. Data suggests that flexibility for many is more about having greater control over where and when work takes place, than it is about cutting hours.
The majority of workers, despite the Flexible Work Act’s introduction, have not altered their work patterns. Only 15% of workers reported any changes made since the law was implemented, while 78 percent continue to work under their existing arrangements.
The most common change in working style was the move to full-time employment with the option of remote work (57%). Men are more likely to report this adjustment than women, with 65 per cent of men reporting it compared to only 45 per cent of women.
Lack of awareness is a barrier to uptake
Research also revealed a general lack of knowledge about the new legislation. Over half (55%) of workers do not know their rights under the Flexible Work Act. 36 percent of workers say that their manager or employer has never brought up the subject or provided any information.
Sara Thompson, Chief Human Resources Officer of Phoenix Group, described these barriers as “disappointing”.
The introduction of the Flexible Work Act is a valuable tool for workers to balance their work with other interests and responsibilities outside of work. She said it’s disappointing that some employers are worried about the impact of flexibility on worker productivity.
The demand for flexibility is increasing, and employers should engage with their employees proactively, enabling them to work flexible hours, while still managing their business. Businesses that do not embrace flexible working run the risk of losing their best talent, especially among older workers, caregivers, and parents.
