Celebrate a flexible workforce with #WFHSelfie
As new legislation comes in to extend flexible working to all employees, we look at the pros and cons and the ways technology can support it – and encourage individuals to share their work from home (WFH) pictures on Twitter using #WFHselfie.
Who has the work from home right?
From 30th June new mandated legislation extends the right to request flexible working to all employees, regardless of dependents, providing they have worked continuously for their employer for at least 26 weeks. The right to request flexible working applies to both full-time and part-time employees. The CIPD, has an overview and in-depth run down of the things to be aware of when it comes to the new legislation.
Flexible working – what is it good for?
- Saving on travel costs. A Nutmeg survey has found that commuting costs on average £50,000 per person and that the average number of hours spent ‘en route’ over a career is 10,634 – which is equivalent to 443 days!
- Improved employee engagement. As Frances O’Grady, General Secretary, TUC says, “Employers who offer the flexibility that workers want will be best placed to attract, retain and motivate good staff.”
- Avoiding rush hour. The endless delays through ‘stop/start’ traffic and late public transport can really put commuters in a bad mood – which is not a good way to start the day. Allowing employees to arrive and leave earlier can help to remove this tension.
- Better work/life balance. Flexible working can give employees more time to spend with their families or undertake hobbies. Childcare costs may also be reduced.
Flexible working – is there a downside?
- Employers can’t accommodate everyone. This is especially prevalent in a smaller organisations where they need to be able to ensure there is enough staff available to cover the required hours.
- Productivity may suffer. Where some employees may thrive from autonomy of being able to get on with tasks, if working from home, others may struggle to take the initiative and may require more direction on tasks.
Another disadvantage could be that communication and team work may be affected. However, technology can support team work, communication and access to files in real-time. In the HR department for example having a HCM system based in the cloud means that anyone with a login can access the platform from wherever they are and can make changes in real-time; this way team work can still be encouraged and actioned.
Our CEO, Adam Hale, is a strong advocate for flexible working: “There are many benefits of being able to work from home. As more companies move to the cloud they realise that many tasks that were once only accessible in the office can be accessed from anywhere.”
As a result, we want to promote working from home as part of a flexible working approach and recognise the technology that makes it all possible. And what better way to celebrate the ability of working from home than with a work from home selfie?
By asking people to share the benefits of working from home through selfies it is an engaging, fun and modern way to get employees and employers alike talking about work from home initiatives.
Working from home this week? Tweet us your #WFHselfie.