Member Article

Clegg introduces more flexible working

Working parents will be able to share up to a year’s leave after the birth of a child, the Deputy Prime Minister has announced.

Legislation is planned for next year that will introduce more rights to flexible working in 2014, and parental leave in 2015.

Speaking to BBC radio 4 this morning, Mr Clegg said the current rules were outdated and held women back, which negatively impacted the economy.

Under the changes, employed mothers will still be entitled to 52 weeks of maternity leave, however there will be more chance to “mix-and-match” leave between parents, the Government said.

Mothers will have to take at least the initial two weeks following a birth, but can then share the remaining leave with the other parent.

Mr Clegg said: “Reform is long overdue and the changes we are making will shatter the perception that women have to be the primary care-givers.

“In the future, both mothers and fathers will be able to take control of how they balance those precious first months with their child and their careers.”

“This is good news not only for parents and parents-to-be, but employers too who will benefit from a much more flexible and motivated workforce.”

Peter Cheese, chief executive of the Chartered Institute of Personnel and Development welcomed the proposals.

He said: “A shift in attitudes to flexible working is a natural reflection of the changing nature of work and the workforce.

“More flexibility extends the ability of employers to attract, retain and motivate a more diverse workforce, better reflective of the customer base they serve.

“Firms are increasingly finding that they can benefit from a higher level of loyalty, commitment and engagement from workers from a broad base of employees, not just working mothers, if they adopt a more universal approach to considering flexible working requests.

“In contrast to some of the rhetoric in sections of the media, it is also interesting to note that many small businesses make extensive use of flexible working and, because of their size and personal relationships with their employees, can be amongst the best at making it work.”

Mr Cheese went on to say that employers should have nothing to fear over the changes, suggesting the changes would result in better engagement and wellbeing among employees.

The Institute of Directors remained sceptical of the changes, suggesting it would introduce uncertainty for employers.

Simon Walker, director general of the IoD, said: “The IoD supports the Deputy Prime Minister’s efforts to release the full potential of women in the workplace. We agree that this is not just a question of equality, but also of economic necessity.

“IoD members want to be accommodating to their staff, and to work with mothers and fathers in sharing leave after they have had a child. Being able to split leave flexibly will be attractive to parents, but will inevitably increase uncertainty for employers, who must be given suitable notice beforehand.

“We are pleased that the Government has listened to those in business who were concerned about increasing the amount of dedicated leave for fathers. Any extra leave would clearly have been an additional burden for employers. The more time parents take off, the more difficult it is for employers, particularly small ones, to manage the disruption.

“IoD members recognise the benefits of flexible working and have had policies for it for some time. But flexible working is not suitable for every employee or every business. Extending the right to request does not change this, it only creates more unnecessary form-filing and wasted time. This move runs counter to the Government’s drive to reduce the burden of regulation on business.”

Katja Hall, CBI Chief Policy Director, added: “Flexible parental leave is a good way to support working families and businesses realise that this helps to retain talent. We must ensure that the new system is simple to administer, and does not give rise to legal action from fathers seeking parental rights that mirror those available to mothers.

“Companies support the right of all staff to request flexible working, but they must be able to decide each case on its merits, as it may not be practical for all firms.”

This was posted in Bdaily's Members' News section by Tom Keighley .