Could There Be Consequences To Enabling Workers To Convert To Flexible Working And Work From Home?
Companies have been met with a burgeoning number of rulings from successive Governments in recent years. While there are some initiatives which have become very high profile, such as health and safety legislation and financial issues, every single business function has been affected to some degree. Taking on and employing people has always been one of the most volatile sectors in this regard. As if to prove the point, an extract from a 2009 CBI report on the UK’s Enterprise Policy confirmed their opinion on the matter – “The area of employment regulation is especially burdensome.”
One topic which has been the subject of much deliberation in the past few years is flexible working. Permitting people to Work From Home if their job content is suitable was seen as a way for thecompany to keep hold of their talents should their personal circumstances alter. In years gone by changes such as parenthood, injury or the need to care for dependents regularly meant that people had to resign from their jobs. While flexible working might be very helpful to both parties, there are some factors which must be employer before people are given the option to Work From Home.
One of the major considerations has to be the costs involved. The recent financial meltdown has forced almost all firms to suffer reductions in their profit margins and the cost to allow people to choose flexible working should be closely assessed. Equipment such as computers, office equipment and the required communication technology, all of which are in place at the company’s offices, will need to be replicated at the worker’s home. Some training may be required in the technology needed to function independently of the office. Additionally, the workspace at home might need to be adapted, or in extreme cases, created. If the worker is only going to Work From Home on occasions, then the return on these costs will be reduced. It must be noted that only 3% of current flexible workers do so on a full time basis and it is more likely that these people will be working for a modern Internet Business which will have a lot of people doing Online Jobs.
The company will need to be sure that the work can be performed just as proficiently at home as it would be in the office. Any role which requires constant interaction with colleagues or needs to be closely controlled by management will not be suitable. Similarly, any work of a delicate nature should be kept within the office to prevent any potential security problems with confidential information. As well as that of the job function, the suitability of the staff themselves is a crucial factor to remember. While the daily activity of a busy office environment can be an issue to some, the temperament to Work From Home is not present in everyone. Employees would need to be made aware of, and comfortable with, the isolation involved in working at home. This is probably the main reason why working from home on a full time basis is only undertaken by 3% of this country’s workforce. A mixture of office and home working will often be a better solution.
So, the decision is not an easy one if you are not an Internet Business with a lot of Online Jobs. While it may be deemed a luxury, not a necessity, to propose flexible working to people, the regulations relating to flexible working force companies to “seriously consider” any request for it from those employees with children under 16, disabled children under 18 or certain types of adult dependents.
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