The CEO of BrewDog recently made headlines by criticising the concept of work-life balance, controversially saying it was invented by people who hate their jobs.
Watt later said that these views were intended only for entrepreneurs, but his perspective has sparked a broader conversation about the importance of enabling employees to find the right balance between work and home life.
The reality is, fostering a positive work-life balance is one of the most effective ways to enhance employee satisfaction. And, employees who are satisfied, are more likely to be motivated, engaged and loyal – which can only be a good thing for productivity and business success.
Fostering a diverse and inclusive workplace
An organisation’s approach to flexible working can support its wider equality, diversity and inclusion (EDI) strategy, including using flexible working to promote fairness and inclusion among the workforce.
 |
Get our essential weekday HR news and updates.
|
Flexible working opens employers up to new talent markets in diverse areas of the country, supports existing employees with different needs, and removes barriers to employment for those whom, without flexibility, may be prohibited from work opportunities.
Ultimately, giving employees more control over their working arrangements, and trust to produce results, leads to increased employee satisfaction, and helps the organisation to become an employer of choice that attracts and retains talent.
The flexible working debate continues
It’s impossible to talk about work-life balance without addressing one of today’s biggest workplace topics; the work from home (WFH) debate.
COVID-19 saw a re-evaluation of traditional work structures with employees sent to WFH. This led to increased interest in hybrid working models as well as a four-day work week.
Technological advancements have also helped the transition to flexible working, enabling employees to work from non-traditional locations while still maintaining communication through online and digital platforms.
Brightmine’s recent survey of 398 UK organisations, found flexible working can be hugely beneficial for organisations with nearly all respondents (92%), across varied business sizes, reporting at least some benefits. The most commonly mentioned related to improved mental health and wellbeing (53%).
This shows the growing recognition of the benefits of flexible working across organisations of all sizes. However, over the last 12 months, we have seen an ongoing shift in employers mandating a return to office (RTO).
For some people, for example neurodivergent and disabled employees, being in the office everyday can be challenging. Taking flexibility away from employees, such as those with caring responsibilities, can cause considerable anxiety and financial implications. Inflexible working arrangements can lead to a loss of productivity and burnout, which are very real issues currently facing employees in many different roles and sectors. For employers there is the risk that people may quit their jobs and seek employment with an organisation that offers a more flexible approach.
While it is important to acknowledge that remote work isn’t feasible for all roles or people, remote or hybrid work can work for many, enhancing lives and work for those involved.
Legal framework and the responsibility of the employer
Employers that are compiling or updating their flexible working policies should look at existing legislation in play.
Under current flexible working rules, employees are eligible to make a flexible working request from day one of employment and can make up to two requests every 12 months. Employers must deal with flexible working requests in a “reasonable manner” and within two months of receipt.
Employers are encouraged to approach these requests with an open mind, engaging in meaningful consultation with employees to assess the potential benefits and impact of accepting or rejecting a request. While employers are not required to offer an appeal under the legislation if they reject or only partially approve a request, it is considered good practice to do so. Ideally, the appeal should be reviewed by someone who was not involved in the original decision.
On 10 October 2024, the Government presented the Employment Rights Bill to Parliament. Under the Bill, an employer may still refuse a flexible working request on one of the current grounds, but only if it is reasonable to do so. The employer must state the ground(s) for refusing the application and the reason(s) it considers its refusal to be reasonable. The Government says that these changes will establish flexible working as the default except where it is not reasonably feasible.
Beyond the legal requirements
Employers should recognise that the benefits of flexible working, including work from home arrangements, are at their best when organisations embrace flexibility and what this means for the impact on employees’ work and home lives.
Giving more choice to employees over where and when they work is likely to bring substantial benefits in terms of their wellbeing and the quality of their work-life balance. This results in a more motivated, engaged, loyal and productive workforce.
Employers can go beyond the legal minimum requirements to encourage flexible working, including by:
- Dealing with requests in a shorter timeframe than the legislation requires and recognising that employees’ circumstances may change quickly.
- Creating an approach that flexible working requests will be agreed to unless there are exceptional circumstances.
- Implementing informal flexible working policies where requests can be agreed to without making changes to contracts of employment, allowing for short-term flexibility.
- Some employers adopt specific flexible working initiatives for certain roles or teams or organisation wide. Examples of this include the adoption of the four-day working week, hybrid working, and flexitime schemes.
While perspectives on work-life balance may vary among senior leaders, it is essential for organisations to carefully consider their approach and offer benefits that support the individual needs of employees while balancing the needs of the business. By prioritising work-life balance, and greater flexibility, businesses can not only attract and retain top talent but also create an inclusive workplace culture that drives long-term success.
As the workplace continues to evolve, with new technological advancements, changing employee attitudes and the phasing out of traditional structures, embracing flexibility and supporting employees’ wellbeing will be crucial for organisational success.
Prior to joining Brightmine, Bar Huberman was a solicitor at a leading firm in Brighton. At Brightmine, she leads the HR strategy and practice team, focusing on developing content that meets the priorities of HR professionals in strategic roles. Outside work, she is the proud chair of Embracing Arts, a charity dedicated to making inclusive theatre for children with special educational and/or complex needs.
- Bar Huberman
