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Insider’s Take: How New Flexible Working Laws Are Reshaping B2B and Services Industries

  • Publish Date: Posted 3 months ago
  • Author: Louisa Harrison

As a specialist in B2B and Services Recruitment here at Better Placed, I have a unique vantage point on the transformative shifts happening across industries due to the recent changes in flexible working legislation in the UK. With the Employment Relations (Flexible Working) Act 2023 now in effect as of April 6, 2024, the recruitment landscape has evolved, presenting new challenges and opportunities for my clients.

The New Flexible Working Bill: What It Means for Your Business

The introduction of this bill has made flexible working requests a possibility from day one of employment, removing the previous 26-week waiting period. This change significantly enhances employee rights and reflects a broader shift towards more adaptive, employee-focused working environments. Now, employees can submit up to two flexible working requests within any 12-month period—a change from the earlier limit of just one. These legislative adjustments are not just a nod to changing times but a direct response to the growing demand for work-life balance, as evidenced by research showing significant career shifts due to inflexible working conditions​ (GOV.UK)​.

Expertise in Understanding Both Client and Candidate Needs

In my role, I've seen first-hand how the demands of both candidates and clients are evolving. Candidates, particularly those who are returning to the office from maternity leave or have a young family, outside work commitments etc. are seeking roles that offer not just adequate compensation, but also flexibility that aligns with their lifestyle and career aspirations. On the flip side, clients are looking to attract top talent while also adjusting to new norms in workplace flexibility.

This dual perspective enriches my approach to consulting, allowing me to offer tailored advice that encompasses both the strategic needs of businesses and the personal needs of candidates. This deep understanding ensures that I can effectively guide my clients through the complexities of implementing flexible working practices, helping them to not only comply with new laws but to thrive under them!

Forbes lists a flexible schedule as the most highly desired fringe benefit of 2024. It’s no shocker, then, that top talent will be passing on employers that cannot offer a flexible agreement.

With 12.7% of full-time employees working from home and 16% of employees across all companies being fully remote, chances are that they’ll find the flexibility they’re looking for elsewhere.

Offering a flexible schedule is also a great way to retain the great talent you already have. It can go a long way to making high-performing employees feel empowered and engaged, leading to more retention and less turnover over time.

Supporting Clients in the Flexible Working Transition

For many businesses, particularly in the stringent and dynamic fields of B2B and Financial Services, navigating the new flexible working landscape can be daunting. Here’s how I have been supporting my clients through this transition:

  1. Strategic Consultation: I work closely with clients to revise their recruitment messaging and job advertisements to emphasise flexibility, making their positions more attractive to a broader pool of candidates.

  2. Education: Earlier on this year, Better Placed attended a webinar hosted by Kellie Nedelcoux, Kellie is a Parent & Transition coach & founder of Career and Parenthood. She offers various coaching based solutions to support employers as well as working or returning parents back into the workplace and has been a valuable source of advice for best practice in policy and process. I would highly recommend reaching out to Kellie for expert support and guidance around updating family policies and procedures.

  3. Open Conversations: Most companies we work with at Better Placed are often very open to accommodating full-time roles via agile working patterns, the conversation around four-day weeks or condensed hours e.g. 5 days in 4 is starting to become more common. I find these discussions need to be open from the outset, with equal emphasis on both the company and the individual on how it will work and the benefit to both parties. At the end of the day, not one size fits all and we at Better Placed, would love to have more of these open conversations with our clients.

Conclusion

The new flexible working legislation is more than just a legal requirement, it's a strategic opportunity to redefine how businesses operate and how they engage with their employees. In my role, I am committed to ensuring that our clients are not only prepared to meet these new regulations but are also positioned as leaders in a rapidly changing employment landscape, where flexibility is key to attracting and retaining the best talent.

I think it’s only natural that we see reluctance to embrace flexible work arrangements from some firms, and industries, compared to others. However, prior to the pandemic, access to flexible work arrangements was extremely limited across the board. So, we’ve come a long way in a very short space of time. Many more people now have access to more flexibility than they did four years ago. There are clear benefits for both workers and employers:

·         Improved inclusion

·         Diversity, and Efficiency

·         Increasing engagement and performance

·         Higher levels of employee job satisfaction

At Better Placed, our commitment to candidates extends beyond the placement. We deeply understand the challenges and aspirations that drive everyone’s career decisions. By embracing the new flexible working legislation, we've been able to advocate effectively for candidates seeking roles that offer genuine flexibility and fulfilment. Our approach involves personalised career counselling, where we assess not only the skills and experiences of our candidates but also their life goals and preferred working styles. This tailored support ensures that candidates are matched with roles that not only meet their professional criteria but also enhance their overall well-being and work-life balance. Through ongoing feedback and adjustment, we ensure that each placement is a step toward a more satisfying and sustainable career path.

If you need some support on how we can help you to hire and retain the best talent with the right skills to fill your vacancy, please get in touch today.