CIPD welcomes extension of flexible and family friendly working

New proposals from the Government on flexible working and paternity leave are welcome, but more work needs to be done to make the business case for family friendly working to avoid the danger of increasing discrimination against people with family or other caring responsibilities, according to the Chartered Institute of Personnel and Development (CIPD).

CIPD research shows there are major benefits for organisations that have a good flexible working policy with 4 in 10 organisations already extending the right to flexible working beyond the legal requirements. A new survey, Flexible working: impact and implementation, finds over half of organisations feel that recruitment has benefited from the implementation of flexible working practices. Over 80% of employers believe flexible working practices have a positive effect on retention and 70% believe flexible working has a positive impact on motivation

Rebecca Clake, CIPD Organisation and Resourcing Adviser, comments on the new proposals:

CIPD research shows that over half of employers already offer maternity provisions which go beyond minimum legislative requirements. There is a danger that further extension of statutory provisions alone could contribute to increased discrimination unless they are accompanied by efforts to educate employers on the business case.

The new proposals include plans to make maternity leave transferable between partners. Rebecca Clake says, CIPD research shows that the rate of pay has a major influence on whether or not fathers take paternity leave, with less than half (46%) of fathers saying they would take paternity leave at the current rate. However at full pay the proportion of fathers saying they would take paternity leave increases to 87%.

Allowing fathers to share a portion of the maternity leave makes sense as part of a wider strategy to improve childcare. It could also help to combat discrimination and address the twin policy goals of a productive workforce and a supportive family environment. Work now needs to be done to make sure this works in practice without creating an unnecessary heavy administrative burden.

Employers should not promote flexible working as an end in itself, but look for opportunities to use flexible working where employee needs and business needs coincide. It is important that employees understand that there will be circumstances where a request for flexible working cannot be accommodated, due to operational pressures.