Dads encouraged to consider flexible working this Father's Day

21st June 2009

This Father’s Day, Michael Foster, Minister for the Government Equalities Office (GEO), is encouraging dads to consider flexible working.

A recent survey by the GEO shows that if they had a bit more flexibility at work, half of fathers would encourage healthy habits by playing sport with their children, 42 per cent would take them to museums and galleries, over a third (37%) would read to them, and 30 per cent would garden or grow things with them.

In April this year the Government extended the right to request flexible working to parents with children aged 16 and under – meaning 10 million parents now have the right to request.

When asked what times of day they miss the most, it’s clear dads feel they’re missing out on key activities. A third wish they could have breakfast with their children, 41 per cent wish they were around to pick up the kids from school, and nearly a fifth of dads miss out on bedtime. However, men may feel uncomfortable asking for flexible working because of a macho culture in the workplace – almost one in six (15%) fathers said they would be worried about the reaction from colleagues.

Michael Foster, Minister for the Government Equalities Office said: “The Government is committed to helping people balance their work and family life. As a father and a grandfather I know all too well how it feels to miss out on spending precious time with the family because of work. Men can feel pressure to work a traditional nine-to-five week at their desk and there is a myth that flexible working is just for mothers. But in fact workplace culture has shifted in recent years and many employers welcome flexible working requests from dads, recognising the business benefits of flexible working which include employee loyalty, less absenteeism, improved performance, increased morale and attractiveness to potential recruits.

“Dads could use this Father’s Day as the trigger for them to resolve to balance work and family life better and provide extra support and guidance to their children.”

Flexible working is any working pattern that is adapted for the benefit of the individual and which also suits their employer. Flexible working can include ways to work ‘smarter’ rather than fewer hours, such as working from home, working in different locations, compressed hours and moving hours forward or back to be around for the children at key times of day.

Some common myths:

MYTH: “My employer won’t respect me if I ask to work flexibly”

FACT: Michael Foster, Minister for the Government Equalities Office, says: “Employers have long recognised the benefits that flexible working can bring in maintaining a motivated, modern workforce. Men in particular still need some persuading that working differently is not a sign of weakness, but in my experience it is increasingly normal and acceptable to request flexible working – and a good employer will not think any less of an employee for doing so.”

MYTH: “If I ask for flexible working colleagues might think I’m a skiver”

FACT: Leon Foster-Hill, diversity manager at B&Q says: “At B&Q we find that flexible working actually helps productivity. Staff who work flexibly recognise this benefit and tend to be really committed to the business. Flexible working can also help to reduce absenteeism and it means that we can keep great people that we might otherwise lose. Employees shouldn’t be afraid of requesting flexible working – we know that staff who are able to juggle their work and home life deliver the best customer service which will give us sustainable business growth.”

MYTH: “Customer service will suffer if our staff work flexibly”

FACT: Catherine Hamilton, Inclusion and Diversity Manager, at the National Grid, says: “Our staff is made up of a largely male workforce. At our Hinckley call centre we have 350 people working 90 different work options including part time, term time, split shifts and late shifts. All work patterns fit with the daily peaks and troughs in activity which accommodates customer needs. Flexibility is what makes us thrive and because of it we’re able to allow our employees to strike the right work life balance, whilst continuing to progress in their careers.”

MYTH: “Flexible working is for women not men”

FACT: Chris Wermann, Kellogg’s European Corporate Affairs Director comments: “We know that work life balance is really important to people and is sometimes more valuable than earning a higher salary. Everyone in my team at Kellogg’s is provided with flexible working hours, including male employees, and I actively encourage them to work around their home commitments where possible. My experience with flexible working is that it actually leads to better productivity and increased motivation and I would encourage other business to look at the possibility of running a scheme in their workplace.”

MYTH: “My boss might think I’m not committed to my job if I ask to work from home some days”

FACT: Mandy Clarke, Group HR Director at Halcrow, a professional services infrastructure consultancy, says: “Halcrow has had family friendly policies in place for many years which contribute to the supportive environment for our staff. Employees aren’t always present in the office – often their work is done on site from different locations or from home and means that trust is a big factor. Our managers focus on their employees output and quality of their work not whether they are in or away from the office. We trust our staff to deliver and as a result our employees are motivated and we get the best from them wherever they are.”

MYTH: “My employer will think I am shirking if I’m not in the office every day from 9 to 5”

FACT: Damion Queva, publisher of Fathers Quarterly magazine says: “My staff can work flexible hours, not just nine-to-five, and this working arrangement allows me to retain their talent while allowing them to run family life around their job.”

MYTH: “Asking to work flexibly might affect my chances of a promotion”

FACT: Toby Blume, Chief Executive of Urban Forum, said: “Happy staff with a good work life balance makes productive employees. I promoted a Research and Policy Officer to become Deputy Chief Executive, because she can do as much in three days as most people achieve in a week!”

Directgov is a one stop shop for information on flexible working and the law, plus advice on how to make a case and standard application forms. Visit http://www.direct.gov.uk/, click on ‘employment’ then ‘parental leave and flexible working’.

ENDS

For further information please contact Catie Macdonald or Vicky Page on 020 7478 7807 or govequalitiesoffice@trimediauk.com

NOTES FOR EDITORS

The survey of 1,004 parents of children aged 0-16 was conducted by BMRB during March 2009.
The Government Equalities Office is responsible for the Government’s overall strategy and priorities on equality issues. It was established in July 2007. The Office has responsibility for policy on gender equality, issues around sexual orientation, and for integrating work on race and religion or belief into the overall equality framework.
On 6 April 2009 the flexible working laws were extended and now parents with children aged 16 and under have the right to ask their employer for flexible working arrangements. Parents of disabled children up to the age of 18 and carers of adults, can also ask to work flexibly.

Flexible working - the law explained

All parents of children aged 16 and under have the right to ask their employer for flexible working arrangements. Employees need to have worked for their employer for 26 weeks. Parents of disabled children up to the age of 18, as well as carers of adults can also ask their employer for flexible working
A total of around 10 million people will now be entitled to request flexible working
Under the law employers must seriously consider all applications made, and only reject it if there is a good business reasons for doing so
This does not give employees the right to work flexibly – just the right to ask.
Flexible working is any working pattern that is adapted for the benefit of the individual and that also suits their employer. Examples include: part-time, flexi-time, compressed hours, staggered hours, job sharing, and working from home

A step by step guide on how to request flexible working:

Write a letter or fill in an application form. Your employer may provide you with one or you can get one from http://www.direct.gov.uk/
Your employer should arrange a meeting with you within 28 days to discuss your application
Within 14 days you should receive your employer’s decision in writing
If your request is accepted you will need to meet with your employer to agree your new working pattern
If your request is rejected you may appeal in writing