Flexible working hours: what it is, advantages, disadvantages and how to do it

Flexible working hours: what it is, advantages, disadvantages and how to do it

Table of Contents

41% of UK residents workers value companies that have a flexible working day, according to the ManpowerGroup study – “Work For Me – Understanding the candidates' demand for flexibility”.

In other words, in the current market scenario, companies that adopt this type of work management model are more likely to please your collaborators.

This is because with the flexible working hours, the professional has greater autonomy and mainly flexibility to choose the start and end time of their activities.

According to CLT law a professional with a formal contract must complete 8 hours of work per day or 44 hours per week, defined by the employer.

However, the flexible working hours appear in a new work model, in which there is an agreement between the employee and the employer. Thus, there is greater freedom for this number of hours to be fulfilled.

Do you want to know everything about this trend and know the advantages and disadvantages of flexible working hours? So, continue reading this article and check out a step by step how to implement it in your company.

What is flexible journey

The flexible working day can be seen as a management model that seeks to offer more autonomy and flexibility to employees.

With it, the professional has greater freedom not only to choose their place of work, but also to define the start and end time of their daily tasks.

This work model has been growing year by year and has become a trend to retain talent for companies. According to 2018-2021 Aon Benefits Survey 192% in the number of companies that have adopted a flexible working day in their routine.

Currently, 38% of UK residents companies offer this model of work to their employees. And there are countless factors that cause organizations to adopt a flexible working day.

From economic factors, with the reduction of costs with physical office structure, to the increase in productivity, since employees tend to dedicate themselves more to their work.

However, as with any strategic process, there are advantages and disadvantages to flexible working hours and we will talk more about them below.

The advantages of flexible hours

One Robert Half International research revealed that flexible working hours are the benefit most valued by employees. 88% would like to have this flexibility to carry out their daily tasks.

Therefore, the flexible working day is full of advantages and a great weapon for retaining talent.

Fact reported by a Bain & Company Consulting research. Data have shown that flexibilization policies increase corporate retention rates by 40% for women and 25% for men.

But what are the real advantages of flexible working hours? Check out some of them below.

Greater employee autonomy and satisfaction

Every professional wants the company to trust his work. The flexible working day is nothing more than a bond of trust that the company needs to form with its employees.

Autonomy and self-management are part of the flexible workday. The employee who works in this model assumes the responsibility of having to make important decisions, not least because he will have greater freedom to act.

The consequence of building this bond of trust increases employee satisfaction. Making him feel engagement more with work, since he will know that the company trusts him and that his decisions will directly impact the results.

Reduces absences and delays

One fault here, another there, a delay because the bus broke down or took too long to pass. Which company has never experienced this with its employees? Because, with flexible working hours, it is possible to reduce spending on delays and absences.

This is because the question of logistics, travel and transportation of the employee will no longer be a problem. The employee has the autonomy to create a home-office, for example, which does not reduce productivity and the continuity of the company's work.

He manages his own demands, adjusting his schedules and responsibilities according to his day.

Thus, delays are reduced and unnecessary absences to solve something personal or because the transport broke down on the way. Avoiding that situations like these can hinder the execution of tasks.

Reconciling personal and professional life

One of the great desires that permeate the lives of employees is to be able to reconcile personal and professional life. According to one study by GfK International 59% of professionals are concerned with being able to reconcile the two sides in their daily lives.

The flexible working day allows employees more time to organize their day. This is because with his autonomy of schedule he can resolve personal issues without having to interfere with his work.

Avoiding that he needs to leave early, be late or have your head in your home problems. In this way, he is happier for not having to give up his personal life as a result of his job responsibilities.

This reconciliation even makes him more engaged with the company and willing to dedicate himself more for it.

Reduces costs

Companies that adopt a flexible working day can also reduce your costs.

Since you can give up a daily job at the office and the consequence of this is a lower expenditure on the physical structure of the office, energy, internet, among other expenses.

Not to mention that the amounts spent on transporting employees is very low, since in a home-office scenario he will not need to travel to the company on a daily basis.

And even for the employee, the savings are great, as he will not need to spend daily on meals away from home.

The disadvantages of flexible hours

Like the whole process, flexible working hours can also offer disadvantages, but they can be easily reversed. Below we list three of the main fears that companies have when thinking about adopting a flexible working day.

Drop in income for some

Self-management, caused by flexible working hours, can cause a drop in income, right? It is not quite like that.

About 58% professionals have greater facility to perform their tasks independently, revealed a Page Talent research.

Therefore, if the manager is able to plan the work well, with clear objectives and goals, the flexible working day will be as beneficial as working on the spot.

The big secret of high performance is the planning and delegation of tasks in an organized way and this does not depend on the work model.

It makes communication difficult

Staying away can get in the way Communication with employees. Not even! Currently, there are several ways to communicate remotely very effectively. Whether through video conferencing, audio conferencing, WhatsApp, and many other options.

If you are afraid of losing this close relationship with communication with the flexible workday, hold weekly or even daily briefing meetings at a distance.

So, at the beginning, you have more control over this flexible workday and do not wonder if the employee is really working or if he is going to deliver the tasks.

Creates problems with the task deadlines

The biggest fear is the flexible workday is that with it, the employee will no longer meet the delivery deadlines. However, if the managers at the front of the business closely monitor the execution, this will not be a problem.

The big question is to be able to trace a path, with a step by step for each task and be clear in relation to delivery times, making collections when necessary.

A flexible working day does not mean that the manager will abandon the boat and each one does what they want. He needs to be in charge of everything, leading, delegating, demanding executions and measuring the results.

Even at a distance, if it is a home-office job, he has at his disposal forms of communication that put him in a few clicks face to face with his collaborator. Even to help its professionals in the management of the time that the company has at their disposal.

Step by step to implement flexible working hours

Knowing the benefits that flexible working hours can offer your company, it is necessary to pay attention to some points before implementing it. And to help you in this challenge we have brought you step by step to facilitate your work.

  1. Define the model of flexible working hours, with rules and norms. Choosing the periods that the employee will need to attend the company and the home-office days. In addition to defining whether the employee has full autonomy in working hours or if the company has a stake in this decision. It is even possible to do an internal research on the topic, to have a better view of the reception of this change.
  2. Assess which sectors can adopt this model. Since in some cases such as telemarketing or in areas where daily face-to-face contact with the customer requires the employee to be present at the company, this model does not fit.
  3. From there create the proposal and expose the benefit to all employees and evaluate the reception.
  4. Formalize the flexible workday with your employees and the union to avoid future problems.
  5. Adopt an electronic point control, where the appointments are made via tablet, PC or Smartphone. Many even offer an “anti-fraud” system, since at the time of booking, the GPS points out the location of the employee, making it easier for the manager to visualize in the future.

The impacts of flexible working hours on my company

The flexible working day is becoming a trend. Appearing as a work model that offers not only greater autonomy and flexibility, but that makes employees happier and engaged by the confidence that the company places in them.

This makes it possible to impact the increased productivity, greater employee engagement and retention of talent in the company. It is clear that the flexible working day is full of challenges and requires prior planning from the company to be applied.

Especially because both managers and employees will need to have to clear form how this model will work. It is essential that the rules and norms so that the company's objectives and goals are not compromised.

It is necessary that with the flexible working day also comes the message that self-management is taken on by responsibilities. However, if well executed, it can bring extremely satisfactory benefits to the growth of the employee and the company.

And you, what do you think of this idea? Have you worked or work with this model? Do you think it works? Leave a comment on the post and interact with agent.



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