Flexible Working Considerations: Your path to work flexibly

Flexible Working Considerations: Your path to work flexibly

To kick-start your thinking about Flexible Working and particularly Job Sharing, we’ve put together this list of points and facts to help you on your way.  Having an informed, well thought out approach to requesting and applying for flexibility is critical.

List of Flexible Working Considerations


The world of work is changing and employers are increasingly aware that supporting better work-life balance through flexible working has a positive impact on their company.


The UK has flexible working legislation that enables employees to request flexibility after 26 weeks of employment (www.gov.uk).


Flexible working is a way for people to take control of their work-life balance and to recognise the changing work environment as an opportunity to work differently.


15% of UK workers declare that a lack of flexibility can make them feel isolated from friends and family and 10% say it has a negative impact on their health and well-being (www.thehrdirector.com).


It’s estimated that 35% of flexible working requests are rejected for reasons that are not legitimate under flexible working legislation, many before they ever get to an official discussion (www.recruitmentinternational.co.uk).


16% of employees believe their manager would react badly to a request for more flexibility (www.thehrdirector.com).


27% of respondents state that the main barriers to employers providing flexible working are the work employees do and 15% identified negative attitudes among senior managers (CIPD Employee Outlook, April 2016)


There is a perception that working flexibly will have a negative impact on your career but there are many examples of very successful people working flexibly. For example, the Timewise Power 50.


Job sharing involves two people sharing one role and can be performed in different ways based on the skills and availability of the individuals.


People who are considering job sharing have valuable skills and experience and can actively contribute as an employee.


Companies can use job sharing to retain talent, reduce staff turnover, and support employees in their life choices.


Job sharing is a recruitment incentive and directly impacts employee satisfaction surveys in a positive manner.


Benefits of job sharing include reduced employee sickness days, improved productivity, and better communication skills.


Job sharing requires two people to clearly define how they work together and to develop how they operate as an ongoing part of their role.


Handing over information and communicating with a job sharer can seem complicated and daunting. Understanding how others have done it successfully and agreeing on the approach will make both sharers lives easier.


Managers are under pressure to deliver against targets and the time taken to select and recruit a job sharer can be seen as unnecessary.


Job sharers need to constructively engage and involve the manager in designing the way they work together and with the rest of the team.


Job sharers cannot go on vacation at the same time is not true.


The responsibilities of how the job sharers work together lie with the sharers, not the managers.