IT must bend to meet new flexible working patterns

The debate over the merits of flexible working is on again and managers must be ready to adapt to new models

The recent media coverage over calls for universal rights to flexible working has again turned attention to the debate over work-life balance, mobility and new patterns of employment. Even if, as seems likely, flexi-work for the majority of UK workers remains several years off, it is clear that companies must prepare now for a more adaptable approach to the way we work.

In a forthcoming book called Politics For A New Generation, children’s minister Beverley Hughes argues that employers should extend the option of part-time or flexi-time working to all employees.

Currently, the EC’s Flexible Working Directive of 2003 has provision for parents of children under the age of six to have a “right to request” flexible working. Employers must either accede or be able to provide a substantive business reason to turn down the request. According to government figures, 22 percent of parents with young children have requested the option, and employers have granted 80 percent of requests.

Hughes is not alone in calling for more rights to flexible working, although some supporters doubt the extent to which the government should intervene.

ICT trade body Intellect encourages companies to provide flexible working to all staff.

“It should be across the board because [limited access to flexible working] encourages a different type of discrimination,” said Carrie Hartnell, Intellect programme manager.

Pressure for flexible working is sure to increase. More employees will be able to request flexibility as of April when those with sick or elderly relatives can pursue options. These changes are supplemented by technological changes – most notably in mobile computing and communications – that mean workers can be at least as productive when on the road, at home or in another location as at their office desks.

Also, groups that encourage new working practices are building awareness at the same time as environmental and transport issues pile up. Not-for-profit gro up Work Wise UK plans a National Work From Home Day on 18 May, for example.

The move away from nine-to-five deskbound working is asking new questions of IT departments, which must adapt procurement, service and security to cope with growth in home- and remote-working, unusual hours and reduced numbers of working days. Other changes may also need to be made, including health and safety advice and insurance cover.

To get around these issues, organisations such as Work Wise, online human-resources firm Business HR and IT support firm iHotdesk have been providing practical advice and services.

“If you’re a forklift-truck driver or a nurse you can’t do that job from your spare bedroom,” said Work Wise UK chief executive Phil Flaxton. “But companies looking at re-engineering their business processes need to find a new mindset and make a cultural shift.”

For Flaxton, there is a growing mountain of evidence to show that flexible working can deliver.

There's still the 'If I can’t see you, how do I know you’re working?’ factor,” Flaxton explained. “But if you look at companies like BT, they have been doing this stuff for 10 years and have impressive statistics about cost savings, absenteeism and reduced number of buildings.”

Communications links are likely to be put under particular strain. Andrew McGrath of NTL:Telewest Business believes home broadband providers may need to offer more business-class provisions. “IT managers shouldn't be afraid to leverage service-level availability terms and insist that their supplier not only sets them, but also performs against them,” he said.

Most of us agree that a controlled approach that sees more people have the right to work flexibly makes sense but these changes will need plenty of working through and management controls if they are not to disrupt business.