The Work Environment

Changes to the work environment Over the past 30 – 40 years the way that people work has changed. Over the past 30 – 40 years the way that people work has changed. Most people used to work traditional “9-5” hours – 5 days a week Most people used to work traditional “9-5” hours – 5 days a week Nowadays there are far more flexible working patterns in place to fit in with modern lifestyles. Nowadays there are far more flexible working patterns in place to fit in with modern lifestyles.

Reasons for changes Changes in society Changes in society More women returning to work after having children More women returning to work after having children More people setting up their own business More people setting up their own business More people choosing to work part time More people choosing to work part time Introduction of IT allows people to work away from the office Introduction of IT allows people to work away from the office

Flexible working patterns Full time – people working around a hour week. Full time – people working around a hour week. Part Time – any job which has less than 37 hours a week – allows people to fit in other activities such as family or studying Part Time – any job which has less than 37 hours a week – allows people to fit in other activities such as family or studying Flexitime – employees can choose when they work as long as they work their contracted hours. There will be core hours when all employees must be at work eg 10 am-12 noon and 2 pm -4 pm. If more than contracted hours worked in a week then staff can build up these hours for a day off (flexi-day). Flexitime – employees can choose when they work as long as they work their contracted hours. There will be core hours when all employees must be at work eg 10 am-12 noon and 2 pm -4 pm. If more than contracted hours worked in a week then staff can build up these hours for a day off (flexi-day).

Flexible working patterns cont Job Share – when 2 people share one job – splitting the hours between them. The hours can be split to suit the individuals doing the job. It is important that they keep in touch so that each knows what the other is doing. Job Share – when 2 people share one job – splitting the hours between them. The hours can be split to suit the individuals doing the job. It is important that they keep in touch so that each knows what the other is doing. Home working – employees are able to complete work from home – saves time on travelling and allows them to fit the job in with their lifestyle Home working – employees are able to complete work from home – saves time on travelling and allows them to fit the job in with their lifestyle Teleworking – employees are able to work away from the office – they can stay in touch via technology eg , mobile phone, webcams Teleworking – employees are able to work away from the office – they can stay in touch via technology eg , mobile phone, webcams

Flexible working patterns cont Hot desking – if there are many employees working away from the office there is no need to have a desk for each person. There will be desks available to book for staff members (who usually work away) to make use of if necessary. There will usually be a phone and a PC to enable staff to access their work. Hot desking – if there are many employees working away from the office there is no need to have a desk for each person. There will be desks available to book for staff members (who usually work away) to make use of if necessary. There will usually be a phone and a PC to enable staff to access their work. Touchdown areas – similar to hot desking but they do not need to be booked – employee may just need to pop in to send an – it may just be a seating area with wi-fi connection. Touchdown areas – similar to hot desking but they do not need to be booked – employee may just need to pop in to send an – it may just be a seating area with wi-fi connection. Career breaks – some organisations offer career breaks eg women having time out to have a family. The length of the break varies from one organisation to another. Career breaks – some organisations offer career breaks eg women having time out to have a family. The length of the break varies from one organisation to another. Non-paid leave – an employee may be allowed to take a certain amount of time off but will not receive any pay. Non-paid leave – an employee may be allowed to take a certain amount of time off but will not receive any pay.

Benefits of flexible working patterns - employees Happier workforce as they have more freedom and a degree of choice in when to work Happier workforce as they have more freedom and a degree of choice in when to work Improves their work-life balance – enables them to enjoy family life etc Improves their work-life balance – enables them to enjoy family life etc Reduces stress levels Reduces stress levels People who may not usually be able to work can do so easily eg people with disabilities can work from home People who may not usually be able to work can do so easily eg people with disabilities can work from home Less travelling for employees Less travelling for employees

Benefits of flexible working patterns - employers Happy work force produces better quality goods or services Happy work force produces better quality goods or services Employees more likely to stay with a company if they are happy – so reduces cost of recruiting and training staff Employees more likely to stay with a company if they are happy – so reduces cost of recruiting and training staff Less absenteeism and staff can make appointments outside working hours due to flexitime Less absenteeism and staff can make appointments outside working hours due to flexitime Less office space is needed – so saves on rent etc Less office space is needed – so saves on rent etc Can attract best employees to the organisation Can attract best employees to the organisation

Contract of Employment The Employment Rights Act 1996 requires that each employee should be given a contract with the company for more than one month. The contract should include: The Employment Rights Act 1996 requires that each employee should be given a contract with the company for more than one month. The contract should include: The name and address of the employer and employee The name and address of the employer and employee The job title The job title The start date The start date Hours of work Hours of work Pay details – the amount and the date of payment Pay details – the amount and the date of payment Holiday entitlement Holiday entitlement Sickness benefits Sickness benefits Pension details Pension details Grievance/disciplinary procedures Grievance/disciplinary procedures Amount of notice to be given if employee decides to leave Amount of notice to be given if employee decides to leave

Types of contract Temporary – there is no definite end date for the job – may be useful for to give an employee a trial period and if they are any good they may be made permanent. May be useful to use this contract to employ people for only busy times in the company. Temporary – there is no definite end date for the job – may be useful for to give an employee a trial period and if they are any good they may be made permanent. May be useful to use this contract to employ people for only busy times in the company. Permanent – has no end date and is a secure job – it will last until the employee decides to leave or until the organisation makes them redundant Permanent – has no end date and is a secure job – it will last until the employee decides to leave or until the organisation makes them redundant Fixed term – has a definite start and finish date – often used for a specific project and until that project is finished Fixed term – has a definite start and finish date – often used for a specific project and until that project is finished Full time – full time contract in the UK is 37.5 hours Full time – full time contract in the UK is 37.5 hours Part time is an employee working less than the full time 37.5 hours Part time is an employee working less than the full time 37.5 hours