The Department of Children, Equality, Disability, Integration and Youth is seeking the public’s views on flexible working.
Any incoming policy will seek to support employees with caring responsibilities, parents, and employees whose interests outside work impact on their time.
Here, we discuss flexible working and how it could benefit your business.
What is flexible working?
Flexible working came to the fore in recent months as many employees began to work from home. But now, many of these same employees are returning to the workplace.
As mentioned above, the introduction of a flexible working policy will seek to benefit a certain cohort of employees. If introduced, a better balance between work and home life can be established.
Factors aside from caring responsibilities also influence similar working arrangements sought by employees. These include the distance that employees must travel to work and the availability and cost of housing and transport.
Flexible working options may include:
Starting or finishing work at differing times.
Working compressed hours.
Having access to flexitime.
Being able to work remotely.
Access to part-time or shared working options.
Aim of the consultation
The Government is seeking to develop a flexible working policy and guidance that considers the needs of families (particularly those with young children), individuals, including those with disabilities, employers, and the broader economy.
The development of a policy framework will rely upon the findings of the consultation which in turn will have the capacity to:
Support greater labour market participation for parents and carers through family-friendly work practices.
Scope of views being sought
This consultation will consider views on:
The issues most important to employers, employees, and the public with regards to flexible working. This may include existing flexible working arrangements and the changes that they would like to see.
The potential impact of changes in technology, the workplace, the family and society. These would affect the types of flexible working arrangements available to, or sought by, employees.
The changing nature of flexible working arrangements as a result of the pandemic.
What obstacles SMEs and large employers may face as well as the potential administrative impact.
The success factors that will help the Government and businesses to develop flexible working options that suit employees and employers.
With regards to the consultation process, Minister Roderic O’Gorman said: “The pandemic has brought about huge changes in the way we work and has highlighted the need for workplaces to be responsive to the needs of families and those with caring responsibilities. With many organisations moving towards flexible working arrangements, we are now presented with a unique opportunity to reinvent the way we work and create a flexible working model - one that supports a better work-life balance and a more inclusive labour market.”
Submissions
A short questionnaire on flexible working can be completed here.
Written submissions can also be returned to . Guidance on written submissions is available here.
Closing date
The submissions window closes on Friday, May 28th, 2021 at 5pm.
Need help handling flexible work?
Flexible working isn’t a tricky issue when explained by the experts. Our advisors are ready to answer your questions on flexible working any time day or night on 0818 923 923.
Flexible working and work-life balance in the spotlight
Flexible working and work-life balance in the spotlight
Flexible working and work-life balance in the spotlight
Employment Law
Gemma O'Connor , Head Of Service
(Last updated )
Gemma O'Connor , Head Of Service
(Last updated )
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FAQs
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This new law gives your employees the following rights:
* 5 days unpaid leave for medical care purposes for parents of children under 12, and carers
* 5 days paid leave for victims of domestic violence
* the right to request flexible working for parents and carers
* the right to request remote working for all employees
* right to breastfeeding breaks extended to two years from date of child’s birth
You will need to develop policies and procedures to take account of the new rights to paid and unpaid leave, the extension of breastfeeding rights to two years after a child’s birth and the practicalities of handling negotiations with employees who want to alter their working patterns.
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