PDF of this item - The Institute for Employment Studies

12 The HR Agenda for 2010Staff could take a sabbatical of 4, 6 or 8 weeks at 30% of pay or work a 4‐day week at85% of salary. Salary deductions are spread over 6 months to reduce the impact ofthe loss in salary. All employees across the business were covered by the initiative,covering some 1,100 staff in London, where the programme was launched, and thenextended to international offices. The company was looking for 75% of staff to signup to the programme, but 96% of staff agreed.Neither firm have introduced their scheme as a permanent arrangement, but thelarge number of positive responses and agreements to take part may have a longerterm impact on the organisations. At KPMG there has also been an increase innormal flexible working options being signed up to, as well as an increase inannualised days and glide time (8am to 4pm or 10am to 6pm). KPMG predict thatwhen employees come off the Flexible Futures scheme more may want to sign up toflexible working patterns. Currently KPMG do not offer term‐time working but theypredict this will be introduced next year on the back of the sign up to FlexibleFutures.This suggests employees want more flexible working and that flexibility can becomemore acceptable for men and women if sustainable employment practices andbusiness benefits are at the heart of schemes, rather than a focus on childcare andwork‐life balance, although these are of course, much valued by‐products.Both KPMG and Norton Rose emphasised the importance of continuous, clearcommunication to all staff about their flexible schemes, and stressed that fairness andequity in application were key. To this we would add fairness and equity in outcometo ensure flexible workers can continue to have careers and have their commitmentto their organisations recognised. If this is achieved there is a chance that greaterflexibility will be a feature of all our futures.If you would like to talk further about dealing withthe issues raised in this article then please contact:Mary MercerPrincipal ConsultantT: 020 7470 6172E: mary.mercer@employment‐studies.co.uk