The Employment Rights Bill aims to make flexible working more accessible, which studies show can boost wellbeing, job satisfaction, and retention.
However, employers need to consider challenges like managing remote teams and blurring work-life boundaries. Plus, while flexible working is hailed as a workplace wellbeing positive, it’s worthy of note that a recent Gallup study indicated hybrid or remote workers may experience more stress and anger than fully on-site employees.
As a healthcare company devoted to workplace wellbeing, we are extremely invested in the Employment Rights Bill. The bill aims to make flexible working the default option from day one of employment, with employers only able to refuse if they can show it’s reasonable to do so based on:
The whole issue has sparked quite the conversation among HR professionals and business leaders, but what does the research tell us about flexible working and its impact on workplace wellbeing?
According to a comprehensive two-year study conducted by Timewise and the Institute for Employment Studies, when employees had more control over their working patterns, those reporting good health and wellbeing rose from 51% to 82%. Similarly, those with a good work-life balance jumped from 52% to 78%. These aren’t small improvements – they’re significant shifts.
The same research showed that 83% of employees with new flexible arrangements reported better job satisfaction. Perhaps most striking for employers: 76% said their flexible arrangements made them want to stay with their current employer longer. In a competitive talent market, that’s worth noting.
But flexible working isn’t without its challenges. Many employers worry about managing remote teams, maintaining collaboration, and preserving company culture. There are valid concerns about the blurring of work-life boundaries for employees and the risk of reduced visibility affecting career progression.
For HR managers and employers weighing these factors, it is worth thinking about wellbeing as a business strategy rather than simply a nice-to-have. The Timewise study found that 28% of employees reported taking less sick leave due to increased flexibility, which translates directly to your bottom line.
Interestingly, researchers from Harvard and Penn State universities found in 2023 that flexible working reduces someone’s risk of having a heart attack or stroke. It’s also believed to help staff avoid burnout and protect their mental health.
However, it’s important to note that the impact of flexible work on wellbeing isn’t entirely straightforward.
Gallup’s 2023 Global State of the Workplace Report, also found that these remote and hybrid employees reported higher levels of engagement, which correlates with higher productivity and performance.
At Verve Healthcare, we’ve seen how proactive approaches to workplace wellbeing make a difference. Our Verve On Demand pay-as-you-go mental health support, physiotherapy and private GP services mean employees can access help when they need it, while employers only pay for what’s used. We’ve found this works particularly well alongside flexible working policies, giving staff the support they need while adapting to new ways of working.
As you prepare for the changes the bill may bring, ask what systems do you need to make it work for both employees and company goals?
We’d love to hear your thoughts on how you’re planning to approach flexible working. How are you balancing employee wellbeing with business needs?
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