A call for evidence has commenced with the Department for business and trade looking for views in the area of non-statutory flexible working.
Flexible working is a change to an employee’s working hours, location, or pattern. For many people, after pay, access to flexible working is the key thing that they look for from an employer.
Flexible working is a broad term. It can relate to working hours or pattern: part-time, term-time, flexi-time, compressed hours, or adjusting start and finish times. It can also include flexibility over where someone works.
Arrangements for flexible working can be agreed between employers and employees on a contractual or non-contractual basis. Employees may ask for flexible working through the statutory right to request, or an informal non-statutory route – for example a discussion with their manager.
Informal flexible working can benefit individuals and businesses alike. DBT are looking to explore this further through this call for evidence. They are seeking views from individuals and businesses on their experiences of non-statutory flexible working and how it operates in practice.
The first section of the call for evidence focuses on “ad hoc” arrangements. It includes questions on how and why individuals use this type of workplace flexibility, as well as questions about access and barriers to take-up. This section also contains questions for employers on whether, how and for what reasons they provide this type of flexibility.
The second section focuses on “regular” arrangements. It includes questions on whether and what arrangements employers offer and how and on what basis they are agreed.
The third section considers organisational approaches to non-statutory flexible working (which may be set out in a contract or be less formal), and includes questions on policies, supporting managers and monitoring and evaluation.
The call for evidence runs until the 7th of November and can be found here:
