Inflexible work contract

When employers were asked why they did not have a remote or hybrid working policy:

• 20% had concerns that work would not be delivered on time or to standard if not working in an office
• 7% said they did not trust employees to be productive if not in the office

Yet research shows that 82% of employers that did support flexible and remote working saw a rise in productivity and performance. Government data shows the disabled people that are able to work remotely are less likely to fall out of work.

Recommended actions

Flexible contracts and ways of working

We believe that employers should explore different ways of working flexibly. Depending on the nature of the job, these may include:

Self-rostering shift work

Staff are given greater choice around when they work shifts.

Matching working hours to outputs

Workers can start and leave earlier. They leave when that day’s work is done rather than remaining at work for their contracted hours.

Flexible hours

Flexible hours can mean staff are able to work when they can be most productive. It can also make it easier to manage certain conditions.

Flexible hours includes compressed hours. Compressed hours is where employees work their contracted hours over fewer days and staggered hours.

Flexible working from the start date

It’s now a legal requirment that employees can ask for flexible working from the start of employment.

Openly offering flexible working from day 1 is more inclusive. It can be essential for some disabled employees and will mean they’re supported from the beginning. It also gives them the opportunity to be able to work at their full capacity during the probation period.

Make flexible working clear in your job adverts to give confidence to applicants.