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In the latest CBI /Pertemps
Employment Trends Survey, almost half of all
employers (46%) said they now offered teleworking to
staff, which is a dramatic increase from 14% two
years ago and 11% in 2004.
Bosses believe that staff may be trying to cut their
carbon footprint, or are avoiding a troublesome
commute and poor transport infrastructure. And
employers also understand that productivity need not
suffer if staff are not in the office.
Other strands of flexible working have also shot up,
particularly term-time working, and job sharing.
Over the past five years employers have also become
increasingly supportive of staff looking to take
career breaks or sabbaticals.
Traditional 9 to 5 boundaries are becoming blurred
John Cridland, CBI Deputy Director-General, said:
"The boundaries of the traditional 9 to 5 in the
office or on the shop floor are becoming more and
more blurred. Employers are embracing the benefits
of flexible working, even as the economy heads into
more uncertain times.
"Using teleworking to take work out of the workplace
has become very popular, and is also a useful way to
avoid a laborious commute, balance family
commitments, and even reduce carbon emissions. As
technology becomes more reliable and widely
available, this trend can only grow."
Tim Watts, Chairman of recruitment specialists
Pertemps, said: "For the last three decades flexible
working has been the principle backbone of the UK's
productivity. Our strength has not been achieved
solely by efficient plant and machinery, but through
having a flexible and talented workforce which works
to the advantage of both the employee and employer.
"The revolution in workplace flexibility has ensured
that those with the skill and willingness to work
have found it easier and easier to find gainful
employment."
Another sign of the changing workplace is the growth
of flexible retirement, perhaps as worries about the
credit crunch and pension provision hit home. In the
last year three in ten (31%) employees reaching
retirement age asked if they could postpone their
retirement. Although it is encouraging that eight in
ten (81%) of those requests were granted, this is
significantly lower than the 95% of requests from
parents which are accepted. Employers continue to
face challenges when assessing requests to postpone
retirement, and it is essential to keep a default
retirement age as a trigger for discussion.
Mr Cridland said: "Many older workers do not want to
retire, or do not feel financially secure enough to
do so, particularly with the downturn in the housing
market. In the majority of cases employers are very
happy to retain older staff, who often have
invaluable skills and experience."
93% of
employers offering at least one form of flexible
working
The survey, which drew 513 respondents employing
over 1m staff, showed that although flexible working
has been a success, with nearly all (93%) employers
offering at least one form of flexible working, and
57% offering at least three, there is deep concern
among employers about other areas of employment law.
Two thirds of employers (64%) said that cumbersome
employment regulation was endangering the labour
market flexibility which has been crucial to
business success in recent years.
And as a result of the level and nature of new
labour market laws, only 15% thought the UK has
become a more attractive place to do business in the
past five years, and a similarly low proportion
(13%) believed that things will improve in five
years' time.
Although the recent agreement on agency temps was
disappointing, the survey shows that the majority of
placements (60%) will fall inside the 12 week limit
imposed by the new agreement, explaining the CBI’s
decision to accept a deal on the directive as the
least worst option, as a 12 week qualifying period
would exempt most assignments, whereas the
previously proposed six week period would exempt
only half that.
However, 40% of employers feared that losing the
opt-out from the Working Time Directive would have a
severe or significant impact on their business. A
third (29%) of staff sign the opt-out, which gives
greater flexibility when firms need to react to
demand.
John Cridland, CBI Deputy Director-General, said:
“The recent agreement on agency temps is harmful to
business, but it could have been so much worse. Our
survey shows that a significant chunk of temp
contracts will not be affected, but anecdotal
comments suggest that some firms will no longer use
agency temps.
"The economy is clearly struggling, and now is not
the time for the European Union to weaken its
commitment to the opt-out from the Working Time
Directive, which remains a paramount concern for
many businesses.
"Right now the Government needs to recognise that
businesses are at the limit of what they can absorb.
If employers aren't given breathing space from
workplace legislation then jobs will be put at risk.
"Pointless rules about diversity are still on the
cards, and employers feel that they are making
strong progress in these areas under their own
steam, and without the need for rafts of new
legislation."
The survey showed that firms are already heavily
committed to improving diversity in the workplace.
Eight out of ten (82%) have diversity policies in
place and a quarter (25%) take positive action to
improve equality at work.
A third (32%) of employers have voluntarily
conducted an equal pay audit – including 55% of
larger firms, which exceeds the government target of
45%. The gender pay gap continues to fall and
businesses are undertaking equal pay audits when
they feel ready, and in ways which suit their
circumstances.
Although employers are committed to diversity,
nearly two thirds (59%) said the lack of applicants
from disadvantaged groups remains the biggest
obstacle to creating a more diverse workforce.
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