Changes in working practices

What is a flexible workforce?

A flexible workforce is one that is ready to meet organisational needs when required. This means having the right quantity of labour at the times when businesses need it.

The aim of a flexible workforce is to meet the ever-changing demand patterns of a business by providing labour specifically when it is needed.

What is flexible hours?

A worker on flexible hours has an agreed number of working hours. These are made up of core hours which must be worked. The remainder of the contracted hours can be worked on a flexible basis.

This can work well for parents who may need to collect children from school.

What are the advantages of home working for employees and businesses?

• Employees benefit from time saved and avoiding the stress of commuting.

• Businesses benefit by a reduction in overheads if less office space is required.

What is part-time employment?

Part time means working less than the standard number of full time hours per week (e.g., less than 35 hours per week is considered part time).

Parents with young children and students find that it particularly suits their requirements, and businesses benefit from the flexibility it offers. During busy periods, part time workers are employed to meet the needs of the employer. At quieter times, the core full time staff are sufficient. Clearly, this has cost-saving implications.

What is temporary employment?

This is when an employment contract is for a specified period, for example six months, perhaps to cover maternity leave.

Some temporary work is arranged through employment agencies. They provide workers to employers who are seeking workers with specific skills for a set period. The growth in temporary contracts has been much criticised by trade unions as it offers little security or career development to those employed.

What is job sharing?

Job sharing means that two people share the same job, often on a fifty-fifty split.

Job sharing often lets professional workers continue in employment, when otherwise they may have had to take a career break. The best example of this happens with new mothers. Through job sharing, they can combine work with bringing up children.

What is multi-tasking?

This involves businesses training their workforce to be able to work effectively across a wide range of tasks. This offers a greater degree of flexibility.

Multi-skilled workers are likely to be better motivated and change will be far easier to implement with a flexible workforce.

What are zero hour contracts?

This type of contract means that an employee must be available for work but is not guaranteed any work.

This provides employers with total flexibility. If the employer is busy, those on zero hours contracts may find that they are on nearly full time hours. However, if demand for labour falls, workers may find themselves sent home. Workers on these contracts have virtually no income security at all. These contracts are being increasingly criticised as they are deemed to be exploiting workers.

What is hot-desking?

Hot-desking means that an employee has no fixed workspace within an office environment.

Hot-desking cuts down the need for office space – if a business has a sales team that spends little time in the office, supplying permanent desks for the team is a waste of resources. However, some workers who are forced to hot-desk complain of the breakdown of workplace relationships and can feel disconnected from the organisation.

What are the benefits of flexible working practices for employers?

• Businesses can expand and contract their workforce quickly in response to a rise or fall in the demand for their product or service. Permanent staff are not easy to dispose of in comparison to temporary workers on zero hours contracts.

• Temporary staff and subcontractors may be cheaper to employ as they are unlikely to get any of the benefits that may be available to permanent staff. For example, employers are responsible for training permanent employees, which can prove very expensive. Temporary sub-contracted workers will have acquired their skills elsewhere at no cost to the business currently employing them.

• A flexible workforce is likely to make a business more efficient. This may result in lower costs and may make the business more competitive, especially for those businesses operating in sectors that are labour-intensive.

What are the drawbacks of flexible working practices for employers?

• Temporary workers are less likely to have the same commitment to a business compared to permanent workers. They will take a short-term view and may not carry out their work to the same standard as those who see their long-term future within the business. This may damage the company’s reputation and result in the loss of customers.

• Communicating with a workforce which works largely from home can be an issue and the benefits of teamwork may be lost. Workers may feel isolated and the cross-fertilisation of ideas that springs from meeting with colleagues on a regular basis may result in less innovation.

What are the benefits of flexible working practices for employees?

• Employees can work around their personal commitments and home life.

• They can save time, money and stress by not commuting during busy times or at all if working from home.

What are the drawbacks of flexible working practices for employees?

• Employees may be expected to be more flexible, for example by accepting a zero hours contract where no working hours are guaranteed.

• Some employees who are temporary or part time may not see themselves as important to the organisation or as well integrated, as they may not be there that long or may work less hours.