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How to arrange flexible work

The chances to find or arrange flexible work have greatly improved. The Confederation of British Industry estimates that of the employers offering some form of flexibility, 84% allow part-time work, 31% agree to flexitime, 38% set up job-sharing, and 20% give career breaks.

Big organisations, particularly those employing large numbers of graduates, are embracing flexible working policies and marketing them to employees and potential recruits as worthwhile job benefits. But flexible working options are also on offer among small and medium-size organisations, although they are more likely to be on an ad hoc basis.

A Work Foundation study in 2004 found that employees in the smallest and largest organisations are most likely to be offered flexibility; whilst medium-size employers are the least likely to make the offer. Decision-makers in small enterprises are more likely to be in touch with the needs of their staff which may explain the prevalence of flexible working.

Making your case
Unless you have the statutory right to request flexible working, you will need to make your case well.

Look into what policies your employer has or is planning on flexible working and any precedents that have been set.
Find out who will make the decision about your request and what their attitude is to flexible working in general.
Consider what objections your employer or line manager may have to the flexible working arrangement you are requesting. Key issues for employers can include trust, supervision and communication between staff who meet less frequently.

Employers may also resist flexible working, or some forms of it, because they feel it applies only to certain kinds of work; or they fear that it will be too complex to set up and manage a system that keeps track of everybody’s working patterns. Many also fear an avalanche of requests, with employees dictating their hours of work, leaving the company unable to guarantee delivery of its services. Many also fear that there will be a substantial financial cost to the organisation.

Put together a case emphasising the benefits of flexible working for you and your employer, addressing some of the concerns the management may have about how it will work.

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