Working to Live or Living to Work?

Businesses risk losing highly skilled staff because of inflexible working hours, says top headhunter Doug Mackay.

Achieving a work/life balance is no longer being viewed as a luxury, he claims, but an integral part of every employeeís contract. New legislation which comes into force in April will bring, not only an extension to maternity rights, but the right to flexible working for carers of adults too (see below).

ëOver 80 per cent of companies experience recruitment and retention problems,í explained Doug. ëThe Government is continuing to move the work/life balance issue forward and businesses cannot afford to ignore it. Flexible working can be a positive change if tackled in the right way.í

As Managing Director of Cheshire-based Collingwood Search and Selection, Doug Mackay practises what he preaches: ëWe believe we only get the best out of our staff because they get the best from their work. We put in the hours we need to in order to deliver a great service but we do not believe in keeping staff away from their families and their home lives unnecessarily. Getting two years good work from an employee before they burn out is a false economy.í

According to figures by the Health and Safety Executive cases of work-related stress are having a huge impact on businesses:

Work-related stress accounts for over a third of all new incidences of ill health.

Each case of stress-related ill health leads to an average of 30.9 working days lost per year.

A total of 12.8 million working days were lost to stress, depression and anxiety in 2004/5.

The results, says Doug, are higher levels of absence and staff turnover - all of which cost businesses dearly. ëFlexible working often means a more motivated, productive and diverse workforce which can only be beneficial to your company,í he explained.

The Government continues to emphasize family-friendly practices and new legislation, under the Work and Families Act, comes into force in April. This will include:

Extending maternity and adoption pay from six to nine months.

Extending the right to request flexible working to carers of adults.

Giving employed fathers a new right to up to 26 weeks additional paternity leave, some of which could be paid if the mother then returns to work before using her full maternity leave allowance.

The introduction of measures to help employers manage the administration of leave and pay, and to plan ahead.

Emilyís story:

Human Resources expert Emily Dean began her career in the recruitment industry 10 years ago but disliked the culture so she later moved into HR.

ëThe long-hours, high pressure culture in recruitment was difficult enough before I had my children but once they were born I was concerned that I wouldnít have the chance to rejoin the industry letting all my experience go to waste,í she said.

She applied for a position as Senior Consultant with Collingwood Search and Selection Ltd and was immediately offered the flexible hours she required. It was a happy compromise for both her and the company.

ëCollingwood knew I had the skills needed to develop this already successful business but full-time hours were not an option,í Emily explained. ëThe flexibility works both ways which means I willingly put in extra hours when necessary. The result is a relaxed but productive atmosphere ñ I would encourage more companies to try it.í