Flexible working brings significant challenges but effective implementation will help organisations

Employers are approaching flexible working practices positively with 4 in 10 organisations extending the right to request flexible working beyond the legislative requirement, according to a new survey from the Chartered Institute of Personnel and Development (CIPD). Research shows flexible working practices can have a positive impact on staff motivation, recruitment and retention when implemented successfully.

Flexible working: impact and implementation finds 84% of employers believe flexible working practices have a positive effect on retention. Over half of organisations feel that recruitment has benefited from the implementation of flexible working practices and 70% believe flexible working has a positive impact on motivation.

Rebecca Clake, CIPD Organisation and Resourcing Adviser, says, Flexible working practices can be advantageous to both organisations and employees. They give people more control over when are where they work and this appears to mean more focused and motivated employees. The introduction of flexible working allows employees to gain more control over their work-life balance and can act as an important tool in the organisationís recruitment and retention process.

The new working arrangements also help attract underused groups, such as parents and students, allowing organisations to compete in the war for talent. However, a central issue among employers is how to implement and operate flexible working in practice, to create a positive and supportive culture and to deliver the potential benefits they offer, such as improved performance and employee wellbeing.

Main constraints on implementing flexible working practices

Operational pressures are the most significant constraint for organisations when implementing flexible working practices (77%). This was followed by concerns over customer service requirements suggesting there are concerns about the potential negative impact flexible working may have on business delivery. However, 45% of respondents who offer flexible working report a positive impact on productivity suggesting this maybe a fear in the minds of managers, rather than one that is actually present.

A significant number of respondents (45%) highlighted that line managers report difficulties implementing flexible working practices. Respondents report major constraints in line managersí ability to manage individuals working more flexibly and the attitudes they have to flexible working practices.

Organisations need to do more to get their line managers buy-in. They need to set a clear criteria against which flexible working requests are assessed. This will enable line managers to make informed decisions on requests for flexible working and demonstrate fairness between different employees. Employers should look for opportunities to use flexible working where employee needs and business needs coincide. says Clake.

Other key findings from the survey:

* Just over a quarter (26%) of employees currently make use of flexible working arrangements.

* Almost two-thirds reported an increase in the number of employees making use of flexible working arrangements over the last three years, with private sector services most likely to report an increase.

* Over half of the organisations participating in the survey already enhanced statutory maternity provisions - most frequently by enhancing maternity pay.

* 36% offer special arrangements for those with special caring responsibilities.

* Smaller organisations: 37% of organisations with under 50 employees did enhance statutory maternity provisions.

* The take-up of flexible working arrangements was highest for both the smallest (less than 50 employee) and the largest (more than 5001 employees). In organisations of this size, 29% employees currently make use of flexible working arrangements compared with an average across all organisations surveyed of 26%.