The Leading News & Information Service For The Facilities, Workplace & Built Environment Community

Guidance To Help Tackle One-Sided Flexibility

A new CIPD guide and case studies illustrate how to manage atypical workers fairly and responsibly
14 August 2019
 

Hot on the heels of a new government consultation to improve the rights of variable hours workers, the CIPD has launched employer guidance to help ensure such atypical working arrangements benefit both the organisation and individuals.

Atypical Working: A guide to successfully implementing atypical work in your organisation defines atypical working as including the self-employed, temporary workers, agency staff and people on zero-hours contracts.

A number of high-profile cases of poor practice and one-sided flexibility have raised concerns about some forms of atypical working, particularly zero-hours contracts. However, when they’re properly managed, both businesses and their workforces can benefit from the flexibility these arrangements can offer, the guide says. 'These arrangements can help employers to meet short term fluctuations in demand and enable individuals to work in ways that suit their personal circumstances'.

 

Case studies

This new guidance, which is informed by six organisation case studies, illustrates the steps employers can take to try and ensure this win-win scenario plays out in practice. It will help employers to maximise the benefits for their people, reduce the incidence of cases where people feel exploited or unfairly treated and provide the organisation with the flexibility it requires.

 

The guide focuses on eight key aspects that underpin good management of atypical working:

1. Ensuring that any decision to use atypical workers is taken as part of a comprehensive workforce planning exercise.

2. Motivating and engage atypical workers in the same way they would for the rest of the workforce.

3. Ensuring workers have a choice over when and how they work.

4. Providing workers with clarity on employment status.

5. Providing opportunities for training and progression.

6. Giving workers a voice in the workplace.

7. Treating atypical workers and regular workers equally, to ensure fairness.

8. Supporting managers to manage atypical workers appropriately.

 

Insights

Ben Willmott, head of public policy at the CIPD, said: "The evidence shows that where the flexibility associated with atypical working practices works for both the employer and the individual working in this way, it can provide a real win-win. Our guidance highlights the people management and development practices organisations need to focus on to achieve this outcome.

"The government is planning to introduce new rights for atypical workers to switch to a more regular working pattern and to reasonable notice of work schedules, for example, which will mean employers will have to plan more carefully how they manage variable hours workers. CIPD's guide provides a range of useful insights and recommendations to help organisations do this."

 

Update

The CIPD will be seeking members’ views on the government consultation ‘Good Work Plan: one-sided flexibility – addressing unfair flexible working practices’ over the summer and will update the guidance to reflect any changes to legislation as a result of this.

Picture: A new CIPD guide and case studies illustrate how to manage atypical workers fairly and responsibly, creating win-win working arrangements for people and businesses.

 

Article written by Brian Shillibeer | Published 14 August 2019

Share



Related Articles

Majority of 4 Day Work Week Pilot Companies Will Continue With Scheme

The world’s largest 4 day working week trial has published its pilot results, with 91 per cent definitely continuing or planning to continue with the...

 Read Full Article
UK Government Introduces Day-One Right to Request Flexible Working

Millions of employees across the country are set to benefit from new legislation that means flexible working can be requested from the first day of employment. The...

 Read Full Article
Missed and Anticipated – The Shift from Home Working

With "Freedom Day" on the 19th of July having come and gone, many offices can expect an influx of staff. However how prepared are those, that have enjoyed the...

 Read Full Article
Flexible Working to Become Day One Right Under UK Law

The government has announced plans to make the right to request flexible working a legal right from day one of employment. Every employee will be given the right to...

 Read Full Article
Should Workers Have the Legal Right to Work From Home?

Would a potential law change making home working a default right increase employee wellbeing or stifle innovation? The response to the government’s flexible...

 Read Full Article
Employers Must Not Rush the Return to the Workplace, says CIPD

Despite calls from members of the UK government to end home working as soon as possible, new CIPD research has found that more employers reported increased productivity...

 Read Full Article
46% of UK Employees Don’t Have Flexible Working Arrangements

New research from the Chartered Institute of Personnel and Development shows that nearly half of UK employees do not have flexible working in their current...

 Read Full Article
Five-Fold Increase in Flexible Working Since 1999

The number of people working flexible hours has increased five-fold in the last two decades according to an analysis of working trends by the Association of...

 Read Full Article
Hi Ho, Hi Ho - It's Off To Home You Go - Send Sneezy Packing

Over 8 in 10 employees admit observing presenteeism in the workplace according to a Chartered Institute of Professional Development survey, when those that are ill should...

 Read Full Article
Employers Should Offer Flexible Working During Hot Weather Says CIPD

The Head of Public Policy at The Chartered Institute of Personnel and Development is urging employers to explore flexible working arrangements where...

 Read Full Article