In our last blog on the Greater Manchester Good Employment Charter (GEC), we briefly covered the key principles of good employment and our commitments in relation to ‘secure work’. As we find they’re closely related, this week we will be looking at points two and three of the seven principles: ‘flexible work’ and ‘pay’, and how they can contribute to achieving a work-life balance.
What does ‘Flexible Work’ mean?
The GEC defines ‘flexible work’ as providing opportunities for all employees to decide where, when, and how much they work. It gives individuals the freedom to adapt their work schedules and environments to meet personal needs and obligations.
Our approach
We believe in realistic business and people management. That means we know that people’s lives extend beyond the office and that people need to feel valued and empowered to deliver their best work. Allowing people the space to establish a standard working pattern that fits around their needs, whilst meeting the needs of the business, is key to this. Our flexible working policy enables the team to:
- Choose their start and finish times around our core business hours.
- Make use of hybrid working around their roles and responsibilities.
- Have access to the appropriate equipment for their roles so that they can continue to work in a way that’s comfortable, whether in the office or at home.
- Discuss their individual needs as part of appraisals and 1:1 check-in meetings.
To manage schedules and to ensure the office has at least minimum levels of cover, we use a number of digital tools which we have found incredibly helpful. We have set up an online management and HR portal in WorkSmarter for standard working patterns and locations for each member. In addition, we have a weekly post sent through our internal communications app, Slack, so that people can update with any changes, appointments, events, etc to make sure those minimum levels are maintained.
What does ‘Pay’ mean?
With the rise in the cost of living and additional pressures on each person’s finances over the last few years, it’s become more important than ever that each employer ensures their salary offerings meet or exceed the Real Living Wage rates which are calculated based on current living costs. It is a voluntary scheme but one that is recommended. It is also essential, if you want to be certified as a good employer through the GEC. Providing salaries that meet or exceed the Real Living Wage is important for enabling employees to achieve a work-life balance, as it reduces the likelihood of needing a second job to meet living costs – something which would undoubtedly impact both wellbeing and productivity if it were to become a necessity. It also reduces financial stress, better allowing people to enjoy their time outside of work.
‘Pay’ under the GEC includes entitlement to sick pay which commences from day one of absence. It also means developing an appropriate income replacement policy for those who are required to spend time away from work either due to sickness or to care for a dependent/close relative.
Our approach
In addition to all our staff receiving a Real Living Wage:
- We have a contractual sick/injury pay scheme which states statutory sick pay (SSP) will be paid from day one of absence for new starters under 12 weeks service. From completion of their first 12 weeks, this rises to 4 weeks full salary during certified illness per year with incremental increases from 2 years. With over 10 years’ service, we offer up to 16 weeks a year full pay for certified illness.
- Where an individual would still like or need to work but would require more flexibility, such as working around attending to a sick relative, we will look to find an appropriate solution, whether that be changing patterns, reducing hours, or other arrangements wherever needed.
- We have a ‘shit happens’ policy that means employees will not have their pay deducted in the event that they are unable to make it to work due to emergencies such as a flat tire, flooded cellar (yep, this happened to one of our team!), or boiler breakdown. Sometimes you just have to be able to deal with those unexpected life challenges without having to worry you’ll be penalised for it at work.
An employee’s view
One of the significant benefits we find of having a flexible work policy open to us is it helps to improve our work-life balance. Having more control over our work schedules makes it easier for us to manage everything from accepting important deliveries at home through to structuring our location and days around childcare. In turn, this helps to reduce unnecessary stress, such as managing those things within very limited slots around our working week and supports improving our general wellbeing— enabling us to show up to work ready to give our all!
We also strongly believe that providing pay and flexible working opportunities in this way means we get the absolute best from our team. By respecting them as individuals beyond their role in our business and supporting them to work – and live – in a way that works for them, they in turn deliver their best work, are highly productive and give back to the business, helping us all to thrive.
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DISCLAIMER: This is based on our experience and is not endorsed by GEC, nor does it offer any guarantees. Please view the Greater Manchester Good Employment Charter FAQs, the Charter’s page on ‘Secure Work’, or contact them directly to discuss how your business can become a Supporter or apply for membership.