Increase in demand for flexible working

Recent research from various sources has shown the high demand for flexible working

70%

of UK employees feel that flexible working makes a job more attractive to them.

67%

of employees wish they were offered flexible working.

92%

of millennials identify flexibility as a top priority when job hunting.

30%

of UK employees would prefer flexible working rather than a pay rise.

80%

of women want flexibility in their next role.

52%

of men want flexibility in their next role.

The business case for flexible working is compelling. However there is a huge gap between supply and demand for flexibly advertised jobs. Only 9.8% of UK jobs advertised offered flexibility

The population demographic and way of life is changing. Smart organisations recognise this and act upon it. We are not just talking about women with children, as the research above shows that from millennials to early retirees flexibility is becoming a key factor across the whole jobs market.

44% of generation Y rate work-life balance as a key driver in their careers
Only 17 % of over 50s favour traditional retirement patterns as majority want to ease into retirement via part time work first.

1.1 million now work past 65 for whom phased retirement through flexible working would keep vast amount of skills and experience in the market.
21% of fathers and 34% of mothers look after children while their partner is at work

Sources: Timewise, PowWowNow, CIPD,

The rise of enabling technology

With the age of connectivity upon us, the world of work is changing faster than ever before. In the past workers were unavoidably shackled to a 9-5 lifestyle in a bricks and mortar office through necessity rather than choice.

Now technology is enabling the collaboration and sharing of content with anyone, whenever and wherever’s needed. Cloud technology and the birth of communication tools such as Google Hangouts, Skype and FaceTime mean that employees can be anywhere in the world and still be in ‘the office’.

Offering flexible working options could be one of the best things that a company can do today.
The labour market demographic is changing
As the labour market demographic changes so too does the needs and desires of the workforce. Four generations are now in the workplace – with diverse needs and expectations.

Millennials (born after 1980) have a very different outlook and expectation of work than non-millennials. They invariably work with less job security; retire later and do so with or without a pension, so their attitudes to work are significantly different

PWC’s recent global generational study found that millennial employees are unconvinced that excessive work demands are worth the sacrifices to their personal life. Millennials value work/life balance and they place a high priority on workplace culture. Flexibility in where they work and how much they work is a key driver in maintaining millennial satisfaction.
For the non-millennials there is still a strong demand for flexible working patterns

Only 17 % of over 50s favour traditional retirement patterns as majority want to ease into retirement via part time work first.

44% of baby-boomers want to work part time

33% of Generation Y want to work flexibly

1 million now work past 65 for whom phased retirement through flexible working would keep vast amount of skills and experience in the market.
Increased family & caring responsibilities
New rights for all on requesting flexible working since 2014

New rights for paternity leave and shared leave

Shift in attitudes to paternity and shared parenting

Carers make up 12% of UK workforce
30% of workforce are parents of school age children under 16

More than 2 million people become carers each year

15% of people would like flexible working due to caring responsibilities
Greater retention of staff

An employee survey carried out for CIPD by Kingston University/Ipsos MORI found that “workers on flexible contracts tend to be more emotionally engaged, more satisfied with their work, more likely to speak positively about their organisation and less likely to quit.”

A happy workforce is key to retaining staff and offering flexible working helps employees to strike a happy work-life balance whilst ensuring that out of work factors such as children or caring for family members doesn’t get in the way of work commitments.

Unilever’s introduction of flexible and part-time working options resulted in 73% of staff being more likely to stay with the company.
Increased productivity

Many time and motion studies have shown a causal link between productivity and flexible working. The 9-5 shift and the need to commute can negatively impact on both an employee’s time and energy.

Being able to manage one’s own time; working when inspired or unencumbered with other tasks can greatly improve an employee’s efficiency and lead to higher work-outputs as well as improving their quality of work.

Flexi-working at IBM reduced work-life conflict for men and women and led to an increase in productivity of 30% and Cisco states that employees working remotely are 5% more productive thean office-based employees.
Meeting customers’ needs

In the global business place the market never stops. Somewhere in the world there is always someone looking to do business and offering flexible working can help your workforce to meet your customers’ needs 24 hours a day, 7 days a week. Can you afford to miss out on any business opportunities due to the 9-5 working day?

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Increase in demand for flexible working