An announcement by John Hutton MP, Business Minister, last week gives an extra 4.5 million parents in Britain the right to request flexible working.  The announcements follows the publication of the Walsh Report, an independent review into the right to request flexible working. The change will now enable all parents whose children are under 16 to request, but  does not guarantee, flexible working. The extension was mentioned as part of the Draft Queen’s Speech  published last week but there is still debate about whether the implementation will be staggered or fully implemented immediately.

There is certainly an attitudinal shift occurring around flexible working and the benefits it brings to the employee and employer. For many technology companies, flexible working and the opportunities it brings is a positive move.  The ability to offer employees a working environment anywhere, anytime adds to their attraction as an employer as well as being able to service their customers requirements around the clock. However, it is important for all companies that the request of all employees is balanced against the deadlines and requirements of customers.

Flexible working is a useful and relevant business process that can add real productivity value to businesses and access to talent and skills that were not available before.  However, we must ensure that it is not just seen as only a ‘female or family friendly’ policy but one open to all in employment.  If the policy is handled appropriately it can ensure a happy and dedicated workforce and a productive and competitive business.  The Walsh report provides new and important issues and moves the debate forward but any continuing progress, in relating to any form of flexible working, can only be successful if a fair balance between the needs of the employer and the employee can be maintained.

By Carrie Hartnell, Transformational Business Programme Manager