The number of people 'teleworking' from home has risen dramatically over the past few years as employers offer more work flexibility than ever, a survey revealed today (Monday).
In the latest CBI / Pertemps Employment Trends Survey, almost half of all employers (46%) said they now offered teleworking to staff, which is a dramatic increase from 14% two years ago and 11% in 2004.
Bosses believe that staff may be trying to cut their carbon footprint, or are avoiding a troublesome commute and poor transport infrastructure. And employers also understand that productivity need not suffer if staff are not in the office.
Other strands of flexible working have also shot up, particularly term-time working, and job sharing. Over the past five years employers have also become increasingly supportive of staff looking to take career breaks or sabbaticals.
John Cridland, CBI Deputy Director-General, said: "The boundaries of the traditional 9 to 5 in the office or on the shop floor are becoming more and more blurred. Employers are embracing the benefits of flexible working, even as the economy heads into more uncertain times.
"Using teleworking to take work out of the workplace has become very popular, and is also a useful way to avoid a laborious commute, balance family commitments, and even reduce carbon emissions. As technology becomes more reliable and widely available, this trend can only grow."
Tim Watts, Chairman of recruitment specialists Pertemps, said: "For the last three decades flexible working has been the principle backbone of the UK's productivity. Our strength has not been achieved solely by efficient plant and machinery, but through having a flexible and talented workforce which works to the advantage of both the employee and employer.
"The revolution in workplace flexibility has ensured that those with the skill and willingness to work have found it easier and easier to find gainful employment."
Another sign of the changing workplace is the growth of flexible retirement, perhaps as worries about the credit crunch and pension provision hit home. In the last year three in ten (31%) employees reaching retirement age asked if they could postpone their retirement. Although it is encouraging that eight in ten (81%) of those requests were granted, this is significantly lower than the 95% of requests from parents which are accepted. Employers continue to face challenges when assessing requests to postpone retirement, and it is essential to keep a default retirement age as a trigger for discussion.
Mr Cridland said: "Many older workers do not want to retire, or do not feel financially secure enough to do so, particularly with the downturn in the housing market. In the majority of cases employers are very happy to retain older staff, who often have invaluable skills and experience."
The survey, which drew 513 respondents employing over 1m staff, showed that although flexible working has been a success, with nearly all (93%) employers offering at least one form of flexible working, and 57% offering at least three, there is deep concern among employers about other areas of employment law.
Two thirds of employers (64%) said that cumbersome employment regulation was endangering the labour market flexibility which has been crucial to business success in recent years.
And as a result of the level and nature of new labour market laws, only 15% thought the UK has become a more attractive place to do business in the past five years, and a similarly low proportion (13%) believed that things will improve in five years' time.
Although the recent agreement on agency temps was disappointing, the survey shows that the majority of placements (60%) will fall inside the 12 week limit imposed by the new agreement, explaining the CBI’s decision to accept a deal on the directive as the least worst option, as a 12 week qualifying period would exempt most assignments, whereas the previously proposed six week period would exempt only half that.
However, 40% of employers feared that losing the opt-out from the Working Time Directive would have a severe or significant impact on their business. A third (29%) of staff sign the opt-out, which gives greater flexibility when firms need to react to demand.
John Cridland, CBI Deputy Director-General, said: “The recent agreement on agency temps is harmful to business, but it could have been so much worse. Our survey shows that a significant chunk of temp contracts will not be affected, but anecdotal comments suggest that some firms will no longer use agency temps.
"The economy is clearly struggling, and now is not the time for the European Union to weaken its commitment to the opt-out from the Working Time Directive, which remains a paramount concern for many businesses.
"Right now the Government needs to recognise that businesses are at the limit of what they can absorb. If employers aren't given breathing space from workplace legislation then jobs will be put at risk.
"Pointless rules about diversity are still on the cards, and employers feel that they are making strong progress in these areas under their own steam, and without the need for rafts of new legislation."
The survey showed that firms are already heavily committed to improving diversity in the workplace. Eight out of ten (82%) have diversity policies in place and a quarter (25%) take positive action to improve equality at work.
A third (32%) of employers have voluntarily conducted an equal pay audit – including 55% of larger firms, which exceeds the government target of 45%. The gender pay gap continues to fall and businesses are undertaking equal pay audits when they feel ready, and in ways which suit their circumstances.
Although employers are committed to diversity, nearly two thirds (59%) said the lack of applicants from disadvantaged groups remains the biggest obstacle to creating a more diverse workforce.
1. The survey was carried out in May 2008 and there were 513 respondents.
2. The CBI is the UK's leading business organisation, speaking for some 240,000 businesses that together employ around a third of the private sector workforce. No other UK organisation represents as many major employers, small and medium-size firms or companies in the manufacturing or service sectors. With offices across the UK as well as in London, Brussels, Washington and Beijing, the CBI coordinates British business representation around the world.
3. Established in 1961, Pertemps has over 40 years of experience with a longstanding reputation for quality. Its national network of clients and candidates ensures Pertemps remains one of the UK's leading privately owned recruitment companies. As well as featuring in the Sunday Times Top 100 companies to work for, Pertemps won the highly prestigious Coutts prize for the Best Family Business in the UK.