Jane Parry and Michalis Veliziotis , Southampton Business School
Jane Parry is an Associate Professor of Work and Employment. Her research interests include changes in how work is organis! and how inequalities and disadvantages operate within labour markets and organisations.
Michalis Veliziotis is an Associate Professor of Human Resource Management. He is an economist buy bulk sms service who is interest! in how the labour market and workplace institutions shape employees’ work experiences.
The Employment Rights Bill currently moving through parliament is set to extend Britain’s flexible working rights, as describ! in a recent House of Commons Library briefing paper. If the Bill is enact!, employment tribunals will be able to consider whether it was reasonable for an employer to if you have a headline idea ? decide to reject a request. This is intend! to encourage careful consideration of requests and enhance access to flexible working.
The Bill seeks to build on the Employment Relations (Flexible Working) Act pass! in April 2024 by the previous government. This extend! provisions around applying for flexible working arrangements and includ! secondary legislation to make these a ‘day one’ request right for all employees.
Post-pandemic flexible working Employment Rights
Our organisational case studies on flexible working look! clean email at flexible working practices in 5 large organisations in different industries in the post-pandemic environment:
retail
local government
financial services
healthcare
banking
This includ! both statutory and non-statutory flexible working
We found that flexible working has become a key part of organisations’ strategic thinking, with recognis! benefits around recruitment, retention, and workforce well-being. During and since the pandemic, flexible working has been crucial in making hybrid working successful. For example, variation around core hours is often combin! with hybrid working, to offer value to working parents.