Remove this pointless red tape: The right to request flexible working

The right to request flexible working, part of the Work and Families Act 2006, is a pointless piece of red tape.  It gives the employer the statutary right to ask the employer a question, and nothing more.  This burden of red tape should be removed.

Why is this idea important?

The right to request flexible working, part of the Work and Families Act 2006, is a pointless piece of red tape.  It gives the employer the statutary right to ask the employer a question, and nothing more.  This burden of red tape should be removed.

End employer’s responsibility for home workers’ H&S

I help organisations adopt teleworking – that is, have employees who work at home.

 Amazingly, an employer has the same responsibilities for ensuring the health and safety of home workers as they do for staff based at their premises.

 This means employers have to organise assessments of the home workers' home office, covering H&S risk, electrical safety, ergonomics, lighting etc.

 What I see is a bureaucratic mess as managers sign off home workers' self-assessments without knowing what they are endorsing, whilst worrying what their own liabilities are. And both home workers and managers worry about carrying out sometimes-obligatory physical inspections of the home office.

 For large businesses this red tape creates loads of paperwork and consumes much time and effort. For small businesses it can be a step too far which stops them adopting teleworking.

 It is crazy and anomalous that an employer has responsibility for a home office. Apart from employer-provided equipment, the responsibility is clearly the home worker's themselves, just as it is for the rest of their home. I propose that that part of the Health and Safety at Work Act 1974  should be cut.

Why is this idea important?

I help organisations adopt teleworking – that is, have employees who work at home.

 Amazingly, an employer has the same responsibilities for ensuring the health and safety of home workers as they do for staff based at their premises.

 This means employers have to organise assessments of the home workers' home office, covering H&S risk, electrical safety, ergonomics, lighting etc.

 What I see is a bureaucratic mess as managers sign off home workers' self-assessments without knowing what they are endorsing, whilst worrying what their own liabilities are. And both home workers and managers worry about carrying out sometimes-obligatory physical inspections of the home office.

 For large businesses this red tape creates loads of paperwork and consumes much time and effort. For small businesses it can be a step too far which stops them adopting teleworking.

 It is crazy and anomalous that an employer has responsibility for a home office. Apart from employer-provided equipment, the responsibility is clearly the home worker's themselves, just as it is for the rest of their home. I propose that that part of the Health and Safety at Work Act 1974  should be cut.

Flexible working – repeal or reform

The problem with the current legislation regarding flexible working is that companies do not have sufficient incentive to really embrace the concept. In reality, all that this law offers is a false hope.

Every employee, at some point in their working life, will be presented with a "work versus life" dilemma. Isn't a happy balance between the two in everyone's interest?

My suggestion is that companies be given a real incentive to make Flexible working really work. Possible ways that this could be achieved are:-

(i) Tax incentives directly proportional to the percentage of employees currently using Flexible working. The savings could be in the form of an employer NI reduction reward scheme.

(ii) Introduce a clause incorporated into BSI accreditation that enforces a procedure for HR departments to develop Flexible working methodologies. This could be really simple and involve ideas such as job sharing or alternate shift systems.

(iii) Task the Department of Work and Pensions to produce a document detailing options on how companies can use Flexible working for men aswell as women. In particular, how part time jobs could be interchangeable with full time jobs according to seasonal work load fluctuations.


 

Why is this idea important?

The problem with the current legislation regarding flexible working is that companies do not have sufficient incentive to really embrace the concept. In reality, all that this law offers is a false hope.

Every employee, at some point in their working life, will be presented with a "work versus life" dilemma. Isn't a happy balance between the two in everyone's interest?

My suggestion is that companies be given a real incentive to make Flexible working really work. Possible ways that this could be achieved are:-

(i) Tax incentives directly proportional to the percentage of employees currently using Flexible working. The savings could be in the form of an employer NI reduction reward scheme.

(ii) Introduce a clause incorporated into BSI accreditation that enforces a procedure for HR departments to develop Flexible working methodologies. This could be really simple and involve ideas such as job sharing or alternate shift systems.

(iii) Task the Department of Work and Pensions to produce a document detailing options on how companies can use Flexible working for men aswell as women. In particular, how part time jobs could be interchangeable with full time jobs according to seasonal work load fluctuations.


 

Flexible working – repeal or reform

The problem with the current legislation regarding flexible working is that companies do not have sufficient incentive to really embrace the concept. In reality, all that this law offers is a false hope.

Every employee, at some point in their working life, will be presented with a "work versus life" dilemma. Isn't a happy balance between the two in everyone's interest?

My suggestion is that companies be given a real incentive to make Flexible working really work. Possible ways that this could be achieved are:-

(i) Tax incentives directly proportional to the percentage of employees currently using Flexible working. The savings could be in the form of an employer NI reduction reward scheme.

(ii) Introduce a clause incorporated into BSI accreditation that enforces a procedure for HR departments to develop Flexible working methodologies. This could be really simple and involve ideas such as job sharing or alternate shift systems.

(iii) Task the Department of Work and Pensions to produce a document detailing options on how companies can use Flexible working for men aswell as women. In particular, how part time jobs could be interchangeable with full time jobs according to seasonal work load fluctuations.


 

Why is this idea important?

The problem with the current legislation regarding flexible working is that companies do not have sufficient incentive to really embrace the concept. In reality, all that this law offers is a false hope.

Every employee, at some point in their working life, will be presented with a "work versus life" dilemma. Isn't a happy balance between the two in everyone's interest?

My suggestion is that companies be given a real incentive to make Flexible working really work. Possible ways that this could be achieved are:-

(i) Tax incentives directly proportional to the percentage of employees currently using Flexible working. The savings could be in the form of an employer NI reduction reward scheme.

(ii) Introduce a clause incorporated into BSI accreditation that enforces a procedure for HR departments to develop Flexible working methodologies. This could be really simple and involve ideas such as job sharing or alternate shift systems.

(iii) Task the Department of Work and Pensions to produce a document detailing options on how companies can use Flexible working for men aswell as women. In particular, how part time jobs could be interchangeable with full time jobs according to seasonal work load fluctuations.


 

Flexible working – repeal or reform

The problem with the current legislation regarding flexible working is that companies do not have sufficient incentive to really embrace the concept. In reality, all that this law offers is a false hope.

Every employee, at some point in their working life, will be presented with a "work versus life" dilemma. Isn't a happy balance between the two in everyone's interest?

My suggestion is that companies be given a real incentive to make Flexible working really work. Possible ways that this could be achieved are:-

(i) Tax incentives directly proportional to the percentage of employees currently using Flexible working. The savings could be in the form of an employer NI reduction reward scheme.

(ii) Introduce a clause incorporated into BSI accreditation that enforces a procedure for HR departments to develop Flexible working methodologies. This could be really simple and involve ideas such as job sharing or alternate shift systems.

(iii) Task the Department of Work and Pensions to produce a document detailing options on how companies can use Flexible working for men aswell as women. In particular, how part time jobs could be interchangeable with full time jobs according to seasonal work load fluctuations.


 

Why is this idea important?

The problem with the current legislation regarding flexible working is that companies do not have sufficient incentive to really embrace the concept. In reality, all that this law offers is a false hope.

Every employee, at some point in their working life, will be presented with a "work versus life" dilemma. Isn't a happy balance between the two in everyone's interest?

My suggestion is that companies be given a real incentive to make Flexible working really work. Possible ways that this could be achieved are:-

(i) Tax incentives directly proportional to the percentage of employees currently using Flexible working. The savings could be in the form of an employer NI reduction reward scheme.

(ii) Introduce a clause incorporated into BSI accreditation that enforces a procedure for HR departments to develop Flexible working methodologies. This could be really simple and involve ideas such as job sharing or alternate shift systems.

(iii) Task the Department of Work and Pensions to produce a document detailing options on how companies can use Flexible working for men aswell as women. In particular, how part time jobs could be interchangeable with full time jobs according to seasonal work load fluctuations.


 

Flexible working – repeal or reform

The problem with the current legislation regarding flexible working is that companies do not have sufficient incentive to really embrace the concept. In reality, all that this law offers is a false hope.

Every employee, at some point in their working life, will be presented with a "work versus life" dilemma. Isn't a happy balance between the two in everyone's interest?

My suggestion is that companies be given a real incentive to make Flexible working really work. Possible ways that this could be achieved are:-

(i) Tax incentives directly proportional to the percentage of employees currently using Flexible working. The savings could be in the form of an employer NI reduction reward scheme.

(ii) Introduce a clause incorporated into BSI accreditation that enforces a procedure for HR departments to develop Flexible working methodologies. This could be really simple and involve ideas such as job sharing or alternate shift systems.

(iii) Task the Department of Work and Pensions to produce a document detailing options on how companies can use Flexible working for men aswell as women. In particular, how part time jobs could be interchangeable with full time jobs according to seasonal work load fluctuations.


 

Why is this idea important?

The problem with the current legislation regarding flexible working is that companies do not have sufficient incentive to really embrace the concept. In reality, all that this law offers is a false hope.

Every employee, at some point in their working life, will be presented with a "work versus life" dilemma. Isn't a happy balance between the two in everyone's interest?

My suggestion is that companies be given a real incentive to make Flexible working really work. Possible ways that this could be achieved are:-

(i) Tax incentives directly proportional to the percentage of employees currently using Flexible working. The savings could be in the form of an employer NI reduction reward scheme.

(ii) Introduce a clause incorporated into BSI accreditation that enforces a procedure for HR departments to develop Flexible working methodologies. This could be really simple and involve ideas such as job sharing or alternate shift systems.

(iii) Task the Department of Work and Pensions to produce a document detailing options on how companies can use Flexible working for men aswell as women. In particular, how part time jobs could be interchangeable with full time jobs according to seasonal work load fluctuations.


 

Flexible working – repeal or reform

The problem with the current legislation regarding flexible working is that companies do not have sufficient incentive to really embrace the concept. In reality, all that this law offers is a false hope.

Every employee, at some point in their working life, will be presented with a "work versus life" dilemma. Isn't a happy balance between the two in everyone's interest?

My suggestion is that companies be given a real incentive to make Flexible working really work. Possible ways that this could be achieved are:-

(i) Tax incentives directly proportional to the percentage of employees currently using Flexible working. The savings could be in the form of an employer NI reduction reward scheme.

(ii) Introduce a clause incorporated into BSI accreditation that enforces a procedure for HR departments to develop Flexible working methodologies. This could be really simple and involve ideas such as job sharing or alternate shift systems.

(iii) Task the Department of Work and Pensions to produce a document detailing options on how companies can use Flexible working for men aswell as women. In particular, how part time jobs could be interchangeable with full time jobs according to seasonal work load fluctuations.


 

Why is this idea important?

The problem with the current legislation regarding flexible working is that companies do not have sufficient incentive to really embrace the concept. In reality, all that this law offers is a false hope.

Every employee, at some point in their working life, will be presented with a "work versus life" dilemma. Isn't a happy balance between the two in everyone's interest?

My suggestion is that companies be given a real incentive to make Flexible working really work. Possible ways that this could be achieved are:-

(i) Tax incentives directly proportional to the percentage of employees currently using Flexible working. The savings could be in the form of an employer NI reduction reward scheme.

(ii) Introduce a clause incorporated into BSI accreditation that enforces a procedure for HR departments to develop Flexible working methodologies. This could be really simple and involve ideas such as job sharing or alternate shift systems.

(iii) Task the Department of Work and Pensions to produce a document detailing options on how companies can use Flexible working for men aswell as women. In particular, how part time jobs could be interchangeable with full time jobs according to seasonal work load fluctuations.


 

Flexible working – repeal or reform

The problem with the current legislation regarding flexible working is that companies do not have sufficient incentive to really embrace the concept. In reality, all that this law offers is a false hope.

Every employee, at some point in their working life, will be presented with a "work versus life" dilemma. Isn't a happy balance between the two in everyone's interest?

My suggestion is that companies be given a real incentive to make Flexible working really work. Possible ways that this could be achieved are:-

(i) Tax incentives directly proportional to the percentage of employees currently using Flexible working. The savings could be in the form of an employer NI reduction reward scheme.

(ii) Introduce a clause incorporated into BSI accreditation that enforces a procedure for HR departments to develop Flexible working methodologies. This could be really simple and involve ideas such as job sharing or alternate shift systems.

(iii) Task the Department of Work and Pensions to produce a document detailing options on how companies can use Flexible working for men aswell as women. In particular, how part time jobs could be interchangeable with full time jobs according to seasonal work load fluctuations.


 

Why is this idea important?

The problem with the current legislation regarding flexible working is that companies do not have sufficient incentive to really embrace the concept. In reality, all that this law offers is a false hope.

Every employee, at some point in their working life, will be presented with a "work versus life" dilemma. Isn't a happy balance between the two in everyone's interest?

My suggestion is that companies be given a real incentive to make Flexible working really work. Possible ways that this could be achieved are:-

(i) Tax incentives directly proportional to the percentage of employees currently using Flexible working. The savings could be in the form of an employer NI reduction reward scheme.

(ii) Introduce a clause incorporated into BSI accreditation that enforces a procedure for HR departments to develop Flexible working methodologies. This could be really simple and involve ideas such as job sharing or alternate shift systems.

(iii) Task the Department of Work and Pensions to produce a document detailing options on how companies can use Flexible working for men aswell as women. In particular, how part time jobs could be interchangeable with full time jobs according to seasonal work load fluctuations.


 

Flexible working – repeal or reform

The problem with the current legislation regarding flexible working is that companies do not have sufficient incentive to really embrace the concept. In reality, all that this law offers is a false hope.

Every employee, at some point in their working life, will be presented with a "work versus life" dilemma. Isn't a happy balance between the two in everyone's interest?

My suggestion is that companies be given a real incentive to make Flexible working really work. Possible ways that this could be achieved are:-

(i) Tax incentives directly proportional to the percentage of employees currently using Flexible working. The savings could be in the form of an employer NI reduction reward scheme.

(ii) Introduce a clause incorporated into BSI accreditation that enforces a procedure for HR departments to develop Flexible working methodologies. This could be really simple and involve ideas such as job sharing or alternate shift systems.

(iii) Task the Department of Work and Pensions to produce a document detailing options on how companies can use Flexible working for men aswell as women. In particular, how part time jobs could be interchangeable with full time jobs according to seasonal work load fluctuations.


 

Why is this idea important?

The problem with the current legislation regarding flexible working is that companies do not have sufficient incentive to really embrace the concept. In reality, all that this law offers is a false hope.

Every employee, at some point in their working life, will be presented with a "work versus life" dilemma. Isn't a happy balance between the two in everyone's interest?

My suggestion is that companies be given a real incentive to make Flexible working really work. Possible ways that this could be achieved are:-

(i) Tax incentives directly proportional to the percentage of employees currently using Flexible working. The savings could be in the form of an employer NI reduction reward scheme.

(ii) Introduce a clause incorporated into BSI accreditation that enforces a procedure for HR departments to develop Flexible working methodologies. This could be really simple and involve ideas such as job sharing or alternate shift systems.

(iii) Task the Department of Work and Pensions to produce a document detailing options on how companies can use Flexible working for men aswell as women. In particular, how part time jobs could be interchangeable with full time jobs according to seasonal work load fluctuations.


 

Flexible working – repeal or reform

The problem with the current legislation regarding flexible working is that companies do not have sufficient incentive to really embrace the concept. In reality, all that this law offers is a false hope.

Every employee, at some point in their working life, will be presented with a "work versus life" dilemma. Isn't a happy balance between the two in everyone's interest?

My suggestion is that companies be given a real incentive to make Flexible working really work. Possible ways that this could be achieved are:-

(i) Tax incentives directly proportional to the percentage of employees currently using Flexible working. The savings could be in the form of an employer NI reduction reward scheme.

(ii) Introduce a clause incorporated into BSI accreditation that enforces a procedure for HR departments to develop Flexible working methodologies. This could be really simple and involve ideas such as job sharing or alternate shift systems.

(iii) Task the Department of Work and Pensions to produce a document detailing options on how companies can use Flexible working for men aswell as women. In particular, how part time jobs could be interchangeable with full time jobs according to seasonal work load fluctuations.


 

Why is this idea important?

The problem with the current legislation regarding flexible working is that companies do not have sufficient incentive to really embrace the concept. In reality, all that this law offers is a false hope.

Every employee, at some point in their working life, will be presented with a "work versus life" dilemma. Isn't a happy balance between the two in everyone's interest?

My suggestion is that companies be given a real incentive to make Flexible working really work. Possible ways that this could be achieved are:-

(i) Tax incentives directly proportional to the percentage of employees currently using Flexible working. The savings could be in the form of an employer NI reduction reward scheme.

(ii) Introduce a clause incorporated into BSI accreditation that enforces a procedure for HR departments to develop Flexible working methodologies. This could be really simple and involve ideas such as job sharing or alternate shift systems.

(iii) Task the Department of Work and Pensions to produce a document detailing options on how companies can use Flexible working for men aswell as women. In particular, how part time jobs could be interchangeable with full time jobs according to seasonal work load fluctuations.


 

Flexible working – repeal or reform

The problem with the current legislation regarding flexible working is that companies do not have sufficient incentive to really embrace the concept. In reality, all that this law offers is a false hope.

Every employee, at some point in their working life, will be presented with a "work versus life" dilemma. Isn't a happy balance between the two in everyone's interest?

My suggestion is that companies be given a real incentive to make Flexible working really work. Possible ways that this could be achieved are:-

(i) Tax incentives directly proportional to the percentage of employees currently using Flexible working. The savings could be in the form of an employer NI reduction reward scheme.

(ii) Introduce a clause incorporated into BSI accreditation that enforces a procedure for HR departments to develop Flexible working methodologies. This could be really simple and involve ideas such as job sharing or alternate shift systems.

(iii) Task the Department of Work and Pensions to produce a document detailing options on how companies can use Flexible working for men aswell as women. In particular, how part time jobs could be interchangeable with full time jobs according to seasonal work load fluctuations.


 

Why is this idea important?

The problem with the current legislation regarding flexible working is that companies do not have sufficient incentive to really embrace the concept. In reality, all that this law offers is a false hope.

Every employee, at some point in their working life, will be presented with a "work versus life" dilemma. Isn't a happy balance between the two in everyone's interest?

My suggestion is that companies be given a real incentive to make Flexible working really work. Possible ways that this could be achieved are:-

(i) Tax incentives directly proportional to the percentage of employees currently using Flexible working. The savings could be in the form of an employer NI reduction reward scheme.

(ii) Introduce a clause incorporated into BSI accreditation that enforces a procedure for HR departments to develop Flexible working methodologies. This could be really simple and involve ideas such as job sharing or alternate shift systems.

(iii) Task the Department of Work and Pensions to produce a document detailing options on how companies can use Flexible working for men aswell as women. In particular, how part time jobs could be interchangeable with full time jobs according to seasonal work load fluctuations.


 

Flexible working – repeal or reform

The problem with the current legislation regarding flexible working is that companies do not have sufficient incentive to really embrace the concept. In reality, all that this law offers is a false hope.

Every employee, at some point in their working life, will be presented with a "work versus life" dilemma. Isn't a happy balance between the two in everyone's interest?

My suggestion is that companies be given a real incentive to make Flexible working really work. Possible ways that this could be achieved are:-

(i) Tax incentives directly proportional to the percentage of employees currently using Flexible working. The savings could be in the form of an employer NI reduction reward scheme.

(ii) Introduce a clause incorporated into BSI accreditation that enforces a procedure for HR departments to develop Flexible working methodologies. This could be really simple and involve ideas such as job sharing or alternate shift systems.

(iii) Task the Department of Work and Pensions to produce a document detailing options on how companies can use Flexible working for men aswell as women. In particular, how part time jobs could be interchangeable with full time jobs according to seasonal work load fluctuations.


 

Why is this idea important?

The problem with the current legislation regarding flexible working is that companies do not have sufficient incentive to really embrace the concept. In reality, all that this law offers is a false hope.

Every employee, at some point in their working life, will be presented with a "work versus life" dilemma. Isn't a happy balance between the two in everyone's interest?

My suggestion is that companies be given a real incentive to make Flexible working really work. Possible ways that this could be achieved are:-

(i) Tax incentives directly proportional to the percentage of employees currently using Flexible working. The savings could be in the form of an employer NI reduction reward scheme.

(ii) Introduce a clause incorporated into BSI accreditation that enforces a procedure for HR departments to develop Flexible working methodologies. This could be really simple and involve ideas such as job sharing or alternate shift systems.

(iii) Task the Department of Work and Pensions to produce a document detailing options on how companies can use Flexible working for men aswell as women. In particular, how part time jobs could be interchangeable with full time jobs according to seasonal work load fluctuations.


 

Flexible working – repeal or reform

The problem with the current legislation regarding flexible working is that companies do not have sufficient incentive to really embrace the concept. In reality, all that this law offers is a false hope.

Every employee, at some point in their working life, will be presented with a "work versus life" dilemma. Isn't a happy balance between the two in everyone's interest?

My suggestion is that companies be given a real incentive to make Flexible working really work. Possible ways that this could be achieved are:-

(i) Tax incentives directly proportional to the percentage of employees currently using Flexible working. The savings could be in the form of an employer NI reduction reward scheme.

(ii) Introduce a clause incorporated into BSI accreditation that enforces a procedure for HR departments to develop Flexible working methodologies. This could be really simple and involve ideas such as job sharing or alternate shift systems.

(iii) Task the Department of Work and Pensions to produce a document detailing options on how companies can use Flexible working for men aswell as women. In particular, how part time jobs could be interchangeable with full time jobs according to seasonal work load fluctuations.


 

Why is this idea important?

The problem with the current legislation regarding flexible working is that companies do not have sufficient incentive to really embrace the concept. In reality, all that this law offers is a false hope.

Every employee, at some point in their working life, will be presented with a "work versus life" dilemma. Isn't a happy balance between the two in everyone's interest?

My suggestion is that companies be given a real incentive to make Flexible working really work. Possible ways that this could be achieved are:-

(i) Tax incentives directly proportional to the percentage of employees currently using Flexible working. The savings could be in the form of an employer NI reduction reward scheme.

(ii) Introduce a clause incorporated into BSI accreditation that enforces a procedure for HR departments to develop Flexible working methodologies. This could be really simple and involve ideas such as job sharing or alternate shift systems.

(iii) Task the Department of Work and Pensions to produce a document detailing options on how companies can use Flexible working for men aswell as women. In particular, how part time jobs could be interchangeable with full time jobs according to seasonal work load fluctuations.