Flexible Working Essay

Today people are looking for benefits what will help them manage their work-life life-styles better. Today, with the help of technology, employer is now starting to be more capable of offering flexible options with great results.

Employers should provide a flexible working environment for their employees as some employees have medical conditions for example diabetes which requires the person to eat regularly and carry medical equipment with them including medication and a blood sugar level machine to check their blood sugar levels regularly. They should also make it flexible for people who have children in child care centres, so those employees can leave work early as child care centres close at 6pm and in case and employees child is sick so they can go and collect their child and look after them. Employers should also provide a flexible working environment for employees so they can attend medical appointments as some specialist appointments require you to do preparation

These figures demonstrate significant trends in the changing profile of today’s labour pool. Not only are companies forced to recruit and hire from an increasingly diverse workforce, but companies intent on succeeding also will have to retain, motivate and engage the most talented women. Flexible work arrangements are options for helping working mothers integrate work and family responsibilities, so that women can function better both at home and in the workplace.

The number of women entering the workforce has increased over the years. To reap the benefits of gender diversity and create an inclusive workplace organizations are developing flexible employment approaches. Flexible employment approaches include arrangements that allow job sharing so that employees are better able to care for their children or flexible employment conditions such as flextime that give employees input into the length and scheduling of their workweek.

Work-life balance has been a popular topic for employees across all age and occupations for years, representing a rising concern of contemporary human resource management and labor policies. This topic has attracted the attention from the millennium generation, who is stepping into the market and beginning to grow a career. Therefore considering the increasing demand, well-designed workforce planning with diverse scheduling options offered to employees appears to be extra credits for most companies. This research paper aims to communicate the positive effects of four-day workweek, and providing support for why employers should adopt this schedule for employees and themselves through 1) introducing background and history of four-day workweek as a work schedule option and 2) demonstrating benefits of four-day workweek from both employer and employees’ perspectives.

Hill, E.J., Erickson, J.J., Holmes, E.K. and Ferris, M. (2010). Workplace flexibility, work hours, and work-life conflict: Finding an extra day or two. Journal of Family Psychology, 24(3),

Do women belong in the workplace? Should employers treat them differently because of their responsibilities in the home? The article “Female Company President: ‘I’m Sorry to all the Mothers I Worked With’” by Kathrine Zaleski, president and co-founder of PowerToFly, argues that women can be both successful mothers and employees if employers take the initiative to accommodate them. She believes that women have the ability and skills to become both valuable employees and involved mothers, but employers need to make adjustments in several common work practices in order to build women up to their full potential.

The report is based on responses collected from more than 1000 employers and 2000 employees, considered UK workforce only and was conducted in early January 2012. The report presents an in-depth view of the types of flexible working provisions offered by employers including part-time working, working from home, flexitime, compressed hours, career breaks/sabbaticals, mobile working, term-time working, secondments, annual hours and time off work in the community.

Flexibility is made up of numerous components however, within in the context of the workplace involves thinking creatively about how working lives can be better structured to match individual and business needs (Job Access, 2012). Following the review of penalty rate provisions, amendments to the flexibility clause were sought after with particular attention paid to the manufacturing industry. Greater flexibility was requested in the taking

Incomes in the U.S. are currently falling, particularly among low-income families. Because one income is no longer enough to support the family, it is now necessary for many women to bring home a paycheck as well. (Warner 27). Having young children while working is difficult for many women in the U.S. workplace. In fact, thirty-five percent of U.S. women have cited work and family balance as their largest, single concern (Appelbaum and Milkman 8). For this reason, many developed countries around the world devote resources to providing for their young families because they are aware of the role that women play in sustaining the country. In 2014, eleven countries provided at least one hundred weeks of protected leave and the majority of

The importance of work life balance and related legislation concerning holidays, rest periods, working hours and night working

This is perhaps the most difficult challenge as culture is intrinsic and deep-rooted. Work/Life Balance – how do you match flexible working needs with providing services?

As a busy Woman/Mother, I personally support a flexible workplace environment. I have experienced what it is like to be an employee and not being granted flexibility when it comes to needing time off for family commitments or having the patience and respect shown to me from an employer, when it comes to training or seeking knowledge. Having that flexible attitude from my employer at that present time would have launched me into "can do" mode and I would have achieved much more in my position as an employee due to that simple adjustment from my employer. I am one woman and if I could have a change in my work ethic due to change in another's mannerisms and expectations then imagine what a whole team of employers/employees could achieve together.

Brief summary of information: Provides suggestions and options for employer on developing and managing equitable flexible work practices.

Thompson, a business writer for the Atlantic, wrote an article about economic paper from Harvard. Mr. Thompson believes the paper wrote by Claudia Goldin holds the key to eliminating the rest of the gender wage gap. Mrs. Goldin’s simple solution doesn’t ask for men to stay home and watch the kids or even ask the government to fix the problem. Goldin ask companies to explore the benefits of flexibility hours. Goldin believe that companies have been disproportional rewarding their employees based on the particular hours they have worked. When women leave their workforce for an extended amount of time for paternity leave or family reasons they come back with less opportunities then if they had not left. They can be discourage to move up the corporate ladder or enroll for promotions, because they also take on the job of being a mother at home. If women in the workplace had the opportunity to work more flexible hours they could take on better positions in