National Work Life Week

07 October 2019 | Kavita Parmar

The Working Families Organisation (the UK’s leading work/life balance organisation) want to build employers awareness on balancing their employees’ working time with their personal leisure and family time. Therefore, they have introduced a campaign called the National Work Life Week, which will begin from 7th October to 11th October.

Why should employers get involved?

A lot of people are now working in the gig economy, so their work contracts are short-term, ill defined, or based on zero hours. The need for working excessive hours can lead to poor productivity and low morale within the workforce.

Additionally, more than one in ten parents refuse a new job or turns down a promotion due to the lack of good work life balance opportunities with parents being unable to fulfil their economic potential and move swiftly in the labour market just because they are now parents.

By getting your organisation involved will provide a positive work culture where employees will feel valued. The purpose of this campaign is to help employers to introduce new work life balance initiatives. Making changes and helping employees to minimise stress will create a positive work culture that is collaborative.

So what can you do to make this work?

  • List some great examples of what some people are currently doing to work flexibly within the workplace.
  • Arrange events, webinars, workshops, training sessions or group discussions on how to work flexibly allowing those employees who currently work flexibly, to share their experiences.
  • Providing guidance to employees through introducing family friendly policies and practices around the workplace or on notice boards.
  • Having a staff suggestions box to gain ideas on what your organisation can do to enable a flexible workforce.
  • Using technology to enable a flexible workforce. Employers can now use technology such as video calls for meetings rather than having to travel hours to attend meetings in person.
  • Reviewing worked hours to ensure employees not working excessive hours.
  • Introducing a time off in lieu policy or flexi time policy to enable a flexible workforce.

What are the benefits for employers?

Some of the benefits include gaining a positive work culture and being able to create a buzz around the brand since you will be known as an employer who supports flexible working. Additionally, your organisation will see a reduction in recruitment costs due to lower attrition and being able to retain employees’ skills leading to financial gains. Your organisation will see an increase in productivity and quality of work. You will see a clear reduction in sickness absence and there will be less employees on ‘work related stress’.

Please note that employees have a statutory right to submit a flexible working request if they have been employed for 26 weeks. They must outline what flexible working arrangement they want; explain how the new working arrangement may work in their role; how this will impact on their role, team and company and offer solutions. Employers must consider whether the arrangement would be suitable or not. While the employee has the right to request; they do not have an automatic right to have their request accepted.  Employers must ensure they follow the correct process to avoid a risk of litigation. 

For further guidance on good work life balance or flexible working policy and procedures please contact Quest today.

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