BBC News’ Post

It was an unintended and welcome side effect of the pandemic, that we discovered if you empower people by giving them agency, trust, and reward them for their efforts, they work harder and add more value than simply turning over fresh staff when your loyal team members burn out due to frustration or sustained effort and seek employment elsewhere, or diminish in terms of the application to the business. Allowing people to work from home when suitable and reasonable was a boon to businesses and employees for a variety of reasons. It is vital for companies to recognize the biggest commodity they possess is the people they employ, the staff who give a company its identity and culture. Short term gains that adversely affect the people who comprise companies and businesses will ultimately cost them their long terms goals and success, if they ignore how their most valuable commodity is best utilized and managed. At least, that's in my humble opinion.

A couple of years ago I was concerned that as soon as labour market dynamics shifted and the heat came out of the employment market, flexible and hybrid work was incredibly vulnerable. It’s not that there isn’t evidence of the benefits. But what we haven’t done is assure ourselves, inside our organisations and teams, that we are delivering on those possibilities. Check out my opinion piece in The Post this morning about how we move forward with flexible work with assurance that we're getting the promised benefits. #hybridwork #WFH #workfromhome #flexforall #flexiblework

On April 6th 2024, the UK introduces new regulations granting employees the right to request flexible working arrangements from day one of employment. A significant shift from the current 26-week employment requirement. 𝐊𝐞𝐲 𝐂𝐡𝐚𝐧𝐠𝐞𝐬 𝐈𝐧𝐜𝐥𝐮𝐝𝐞: Employers must consult with employees on flexible working requests before rejecting them. Response time reduced to two months from the current three. Employees can make two requests within a 12-month period. 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐫 𝐏𝐫𝐞𝐩𝐚𝐫𝐚𝐭𝐢𝐨𝐧 𝐓𝐢𝐩𝐬: Review Policies: Align existing policies with the new regulations. Upskill Managers: Equip managers to handle requests effectively and empathetically. Embrace Change: View the alterations as an opportunity to reassess operational models. Technology Investment: Adopt technology supporting remote or hybrid work. Culture Shift: Foster a culture valuing output over traditional working hours. 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐫 𝐀𝐝𝐯𝐢𝐜𝐞: Be Transparent: Clearly communicate flexibility levels in job adverts. Consider Alternatives: Explore options to make requests work where possible. Balance Business Impact: Weigh business requirements when accepting or rejecting requests. If you need any guidance while navigating these changes in your business, feel free to get in touch [email protected]. #flexibleworking2024 #employeerights #workplaceflexibility #mayhewemploymentlaw #employmentlawsouthwest

FLEXIBLE FUTURES | Workplace flexibility has been at the centre of much recent discussion, as some organisations move away from remote working and mandate a return to the office, others contemplate implementing a four-day week, and employers adjust to new legislative provisions around flexible work requests and the right to disconnect. Employment law experts Emma Purdue and Ronan O'Donnell explored this topic recently at our Future of Flexible Work breakfast briefing in Melbourne, examining recent changes in the workplace around flexible work arrangements and their implications for both employers and employees.  If you would like to attend a session in Sydney (23 October) or Brisbane (30 October), register here: https://lnkd.in/gWttMFEy For recent updates on related topics, access the links below. "FWC provides further guidance on return to office requirements": https://lnkd.in/gfh4HVr2 "Tips for employers on the right to disconnect": https://lnkd.in/gf9dnwwv #righttodisconnect #flexiblework #returntooffice #remotework

A new survey from Acas has found that 3 in 10 (30%) employers have seen an increase in staff working from home in the last 12 months. With working from home, and other forms of flexible working, on the increase, businesses need to ensure they have flexible working policies in place to ensure fairness and transparency for their employees. Read on for Acas's recommendations to include. via Acas https://buff.ly/3SEJ1F6 #WorkFromHome #FlexibleWorkingPolicy #EmploymentLaw

Return to office mandates are more about appearances than business goals, employers admit. “Flexible working policies are an excellent tool for businesses looking to attract and retain top talent, given the importance that workers clearly place on working in a way that suits them. What this looks like will differ between industries and individual businesses, but the good news for employers is that different forms of flexibility are gaining popularity. Not every business is able to offer remote work, for example, and could instead put into place a shortened work week or flexi-time," says Danny Stacy, UK head of Talent Intelligence at Indeed. #RTO #FlexibleWork #FourDayWeek #4DayWeek #HomeWorking #MandatedOfficeReturn #DEI #Flexibility  https://lnkd.in/eVnpgJMR

Policy should never just be about appearances, particularly when the evidence points to multiple employer benefits from flexible working, not least the retention of talent and higher productivity. The argument for people being in the office has its merits too, people need face to face interactions and inexperienced people need support. But the issue is far from binary, suggesting that the many forms of hybrid working are likely to be the future of work.

Everyone is talking about returning to office, BUT... Should We Actually be Going Back to The Office? Companies that want workers to return to the office say it will boost productivity and reduce loneliness, but Dr. Lindner’s research suggests otherwise and raises questions about how employers can help employees be most effective. Join this interactive discussion and review of research on: -Why do many companies now want employees to return to work vs. working from home? -What do we know about the productivity and loneliness of in-office vs. hybrid vs remote employees? -Are there mitigating factors and characteristics that predict good vs bad work performance? -How should employers decide where employees should work and what are the advantages of continuing to offer work-from-home arrangements? Join Morris County SHRM on November 13. Register here -- > https://buff.ly/3YB3Sea #SHRM #MorrisCountySHRM #Morriscountynj #NJprofessionals #HR #HRPRofessionals #Humanresources #Humanresourcesprofessionals #hrcommunity #returntooffice #WorkFromHome #research #RTO #WFH #Productivity

Last week, I found myself talking about my personal approach to 'disconnecting' from work while in front of #senateestimates. It feels a bit strange to be venturing into such personal territory in a public forum designed to ensure government #accountability. With the passage of the second #ClosingtheLoopholes reforms, which included new laws about the Right to Disconnect (#R2D?), it seemed as good a reason as any to share my own approach. I've had a few Big, Intense Jobs, and what I've learnt is: • Big Intense jobs demand a lot from us - we are responsible for people and organisations and big messy work problems! • my brain doesn't easily let go of the big, messy work problems, even after I have stopped officially working - it really wants to solve them, sometimes at 3 am....; • technology helps us do our jobs better, but if I'm constantly 'in' my inbox or engaging with work problems on the weekend or late at night I can end up not discerning between things that require my immediate attention or action and things that can wait; • this doesn't lend itself to a good night's sleep, or enable me to give attention to other important things in my life! • so I've taken steps to help me disconnect for periods of time and recharge so I can be back again, at my best when I'm at work.... Those steps include.... • Letting my folks know that I'm not in the habit of looking at my email into the evening or as soon as I wake up UNLESS I've been alerted to something that genuinely needs my attention..... • Waiting until I've done my wakeup routine: https://lnkd.in/gqbFCjGZ (with thanks to Ronald Mizen) • Prioritising a good night's sleep over late night work - my brain is ALWAYS better in the morning and I'd rather get up an hour earlier and get it done twice as fast. It will be different for every person - but for me, thinking about what I needed to disconnect really changed my approach to work and helped me set boundaries that work for me. With thanks to the wonderful Sue McDonnell who had to persuade me the world wouldn't end if I didn't look at my email AS SOON as I woke up. And with thanks to my team who make sure I know about stuff I need to know about! #boundaries #worklifebalance #righttodisconnect #R2D

On April 6th 2024, the UK introduces new regulations granting employees the right to request flexible working arrangements from day one of employment. A significant shift from the current 26-week employment requirement. 𝐊𝐞𝐲 𝐂𝐡𝐚𝐧𝐠𝐞𝐬 𝐈𝐧𝐜𝐥𝐮𝐝𝐞: Employers must consult with employees on flexible working requests before rejecting them. Response time reduced to two months from the current three. Employees can make two requests within a 12-month period. 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐫 𝐏𝐫𝐞𝐩𝐚𝐫𝐚𝐭𝐢𝐨𝐧 𝐓𝐢𝐩𝐬: Review Policies: Align existing policies with the new regulations. Upskill Managers: Equip managers to handle requests effectively and empathetically. Embrace Change: View the alterations as an opportunity to reassess operational models. Technology Investment: Adopt technology supporting remote or hybrid work. Culture Shift: Foster a culture valuing output over traditional working hours. 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐫 𝐀𝐝𝐯𝐢𝐜𝐞: Be Transparent: Clearly communicate flexibility levels in job adverts. Consider Alternatives: Explore options to make requests work where possible. Balance Business Impact: Weigh business requirements when accepting or rejecting requests. If you need any guidance while navigating these changes in your business, feel free to get in touch [email protected]. #flexibleworking2024 #employeerights #workplaceflexibility #mayhewemploymentlaw #employmentlawsouthwest