HqO’s Post

"As we enter a new year, there is still a noticeable gap between desired employer policy and employee practice and expectations as to how flexible work arrangements should operate." Kevin Empey, Managing Director of WorkMatters, explores the three phases of flexible work adoption, from foundational steps to future-focused strategies. Read the full article on the Accountancy Ireland website: https://brnw.ch/21wFUJI #flexibleworking #hybridworking #adaptiveworkplaces

Thank you Accountancy Ireland for covering this piece. Since the discussion about hybrid or blended working accelerated almost 3 years ago, I have always felt that there was a bigger story at play...the view that our largely 20th century model of work (how, where, when, what etc.) was already increasingly unsustainable with the 21st century life and business realities of the last 20+ years. AI, other converging technological advancements and societal factors such as 4-day week discussions are keeping work design and work model flexibility firmly on the agenda for both employers and employees. For 2024 will employers (and their associated organisational cultures and workforce strategies) 1. stay 'open' to further reform and flexibility around work design and working life as businesses conditions continue to change, or 2. will they 'settle' for minor tweaking brought about by the hybrid chapter of the last couple years, revert to traditional norms and perhaps miss the opportunity to continue evolving and adapting... ? Employees and future workforces will have a big say as to which of these 'work cultures' they want to work in...... A prediction for 2024 ? Work design and Work architecture will develop as a normal role(s) and / or discipline within the HR or business change functions in order to help and inform organisational choices around this dynamic story.... #futureofwork

Global workforce? Register 👇 https://lnkd.in/gM_hdyzt The rise of remote working coupled with advances in digital technology have increased workplace flexibility and, some would argue, fostered better work-life balance. But this trend does have its negative effects. Join Lockton where wellness and employment law experts discuss how employers are addressing this risk through policies and programs, and how governments around the world are beginning to regulate the right to disconnect through legislation.

As the regulatory landscape evolves, the UK Flex Work Law promises to reshape workplace dynamics. From this week, UK employees can make flexible working requests as soon as they begin employment with a company, this along with a faster employer response mandate and no requirement to justify impact, could potentially mean a significant boost for the flex office sector. Employers must now be consulted before refusal, with the process being shortened to two months - so aligning remote working trends that could increase demand for flexible office arrangements. The new framework is set against a continued backdrop of employers reassessing office attendance, which may further influence the growth of flexible workspaces. It will be interesting to watch how this influences our industry! Read more: https://lnkd.in/eG6X5PWK #FlexibleWorking #FlexibleOfficeSpace #FlexibleOfficeIndustry

Hybrid working! The hybrid working debate has arisen again, with the news that Manchester United have pushed their employee's back to the office. Hybrid working can have many benefits, but does it work for all businesses? The hybrid model allows employees to choose between working remotely and coming into the office. This flexibility empowers them to create their own schedules, leading to better work-life satisfaction, promoting engagement and autonomy. Engaged employees tend to be more productive and can even boost profitability by up to 23%. A hybrid model can improve company culture. Employees can switch between remote and on-site work, attending team meetings in person and completing individual tasks at home. The hybrid model shifts the focus from efficiency (being physically present) to productivity (achieving results). Employees can work where they’re most effective. This approach recognises that performance isn’t solely tied to location, and can be more inclusive for neurodiverse employees. What are your thoughts? #hrconsultancy #hybridworking #inclusivity

There is a significant #empathygap in workplaces when #employees face personal challenges. Empathy-based, non-traditional benefits are essential for many employees, not just #workingmothers. Learn more: https://buff.ly/4cwuen4

Are you always on at work, even after hours? The blurred lines between work and home are becoming clearer as employees navigate remote work and constant connectivity. Stay informed about your rights as Labour proposes reforms, including a new "right to disconnect" to protect work-life balance. Will these changes become law, reshaping how we work and rest? Read more on this at The Hype Economy. #WorkLifeBalance #RightToDisconnect #LabourReforms

Later in 2024, Australia will introduce legislation (amendment to the Fair Work Act) around employees having the right to disconnect from their employment outside of normal working hours. This will grant employees the right to refuse to respond, monitor or engage with any work-related communications from their employers or third parties outside of working hours. Should an employee refuse, an employer may not instigate any negative consequences upon the employee. I’ll leave brighter legal minds to provide detailed commentary on the specifics of the legislation. However, I see this ‘Right To Disconnect’ (RTD) legislation as a solution to a problem we don’t need.

Is it possible to blend flexibility with the right to disconnect? 🤔 Australia is set to pioneer legislation that lets employees tune out work messages after hours guilt-free. But what does this mean in practice? Our CEO Ben Thompson weighs in for Dynamic Business: "A balanced approach is required – one that respects employees’ rights to disconnect while preserving the advantages of flexible work and creating less complexity for managers.” Curious to learn more? Dive in here: https://lnkd.in/gjQpnT4t #worklifebalance #flexiblework #righttodisconnect #EmploymentHeroAU

It's not one size fits all as each industry/sector and business is different but the key factor is to consider and explore all possible outcomes with an open mind before a decision is made with a closed set mind to ensure a fair process is carried out.