Managing flexible work arrangements at Christmas

It’s important for employers to know the legal considerations surrounding flexible work, as well as how to manage flexible workers at Christmastime.

What is flexible working, and what are the laws around it?

While many assume that ‘flexible working’ refers exclusively to work-from-home opportunities, it’s actually a lot more nuanced. The term ‘flexible working arrangements’ refers to flexible working patterns, hours, or locations. Some examples include remote or hybrid work, compressed hours, flexitime, and non-standard shift patterns. Any one of these might be what an employee needs, so it’s important not to make assumptions.

In April 2024, the UK government introduced a new flexible working law which gives employees the right to request flexible working arrangements from day one of employment, as well as the right to make two flexible work requests within a 12-month period. This has made the process fairer and simpler for employees.

The regulations also mean that employers must respond to the request within two months and must consult with the employee before rejecting their request. Although an employer can refuse an application if there is a good business reason for doing so, they must handle the request reasonably. Failing this, an employee can take them to an employment tribunal.

Implementing flexible work arrangements

When implementing a flexible working policy, employers need to clarify the options available to their employees to avoid confusion. The policy should also include examples of flexible work arrangements that will be rejected so that employees can manage their expectations.

HR teams have a responsibility to train managers on handling flexible work requests, as well as establishing strategies for supporting flexible workers. Organisations must also ensure that their remote workers have access to essential technology, such as: 

• A reliable laptop with a built-in webcam and microphone 
• A headset 
• Access to a video conferencing tool, like Zoom or Microsoft Teams

The pros and cons of flexible work at Christmas

Enabling flexible work arrangements is particularly helpful for your employees around Christmastime, especially for those with children who need to make childcare arrangements during the school holidays. Providing support for parents is just one benefit though.

More generally, flexible work can improve employee morale and ensure a good work-life balance. Over the festive period, it allows employees to recover from burnout and spend more time with family and friends. This enables them to come back refreshed and energised in the new year, leading to boosted productivity within your organisation.

However, flexible working does come with some complexities. Remote employees may feel excluded from what’s going on in your business if you don’t communicate with them. Without access to virtual events or team-building activities, they may become socially isolated. On the other end of the spectrum, those in the office may feel more pressure to carry the team’s weight, leading to stress and burnout. Flexible working may not be the answer for your employees, so you need to weigh up the pros and cons to make an informed decision.

Managing a flexible workforce over Christmas

When managing flexible workers over the festive season, establishing supportive communication strategies is key. This involves regular check-ins via email or video call, as well as setting clear expectations for your employees regarding deadlines and work hours.

Encouraging your employees to plan ahead and work together towards end-of-year deadlines helps to ensure team collaboration. It’s important that remote workers don’t slip through the cracks and go unnoticed, so providing wellbeing resources and mental health support is also key.

Ultimately, while flexible work may not be the answer for everyone, it can be a huge help to those who really need it. Given the new flexible working law that gives employees more ownership over their work arrangements, employers need to establish clear policies and communicate expectations to their employees. This is particularly relevant around the busy Christmas period when more and more flexible work requests start coming in.

If you'd like to learn more about strategies to support your employees, take a look at our employee experience research report.