The case studies in the briefing paper show advantages for both employees and employers from existing flexible working arrangements.
Universal Credit: an employer’s perspective
15 September 2014
The Department of Work and Pensions (DWP) have published a case study explaining from the perspective of one employer how Universal Credit can benefit business by allowing claimants to be flexible around their hours. The case study relates to Center Parcs, and shows how by cutting the 16 hour rule Universal Credit allows some of their employees to take on extra hours without it affecting their benefit. Center Parcs say that they can meet the demands of their business by offering additional hours during busy periods while employees on Universal Credit are reassured to know their benefit can be adjusted to make sure they do not lose out during quieter periods.
Flexible working: one employee in three wants to change the way they work
10 November 2014
New research published by the Chartered Institute of Personnel and Development (CIPD) suggests that employees want more flexibility and attach less importance to work and career than they did 10 years ago. The CIPD report shows that 35% of employees said they would like to change their working arrangements, with 43% of these most wanting to change the start or finish time of their working day. Ksenia Zheltoukhova, CIPD research adviser, said: “Our research provides clear evidence that many businesses are out of step with employee expectations, although by meeting employee expectations, they stand to have greater employee engagement, a more productive workforce and stronger organisational performance.” “To achieve this though, organisations must question assumptions about people management practices and processes, and establish working solutions that are of value both to individuals and to the business.”
Work life balance employer survey
22 December 2014
The findings of a major study of work life balance in British workplaces have been published by the Government.
The study involved a survey of employers, and covers requests to employers and take-up of entitlements to various types of flexible working, parental leave, retirement ages, and working hours. The theme of flexible working has been drawn particularly widely for this study, to include part-time working, reduced hours (for a limited period), job shares, flexitime, compressed weeks, term-time only working, annualised hours, and working from home regularly. The study shows that since the previous survey in 2007 there have not been great increases in employers reporting either take-up or availability of flexible working, except for the take-up of working reduced hours for a limited period. Flexible working was more likely to be
CIPP Policy News Journal
08/04/2015, Page 57 of 521
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