In our recent poll flexibility remained a top priority to Marketing, Creative & Digital professionals. However, the fluidity of hybrid working is causing some unrest in the market. 

The current situation 

Increasingly, employers with competitive hybrid working offerings have been able to attract high calibre industry professionals (sometimes for a lower salary than the market rate!) due to their attractive work-life balance packages. 

Many organisations have held off adding Hybrid working to their employment contracts and HR policies to allow them to be agile to working conditions throughout the pandemic. Although verbally agreed in the recruitment process there is no formal agreement and is subject to change at any time. This is leading to some candidates having a difficult start in a new job, with agreed working schedules changing once they begin the new role. In some cases this is triggering an instant return to market, with their needs not met and not a great first impression – they are voting with their feet!

Good news for them is that the current Marketing & Creative candidate market is stretched across most industries and skilled candidates are snapped up quickly. The false start is bad news for the employer wasting weeks and causing disruption for all. 

The Employment Bill  

The delayed Employment Bill - originally promised in the 2019 Queen’s Speech – could be published in 2022 and is expected to include a new right to request flexible working from day one. Whilst the proposals do not yet any new rights or create an automatic right for employees to work flexibly, they do introduce a number of measures which will broaden its scope.

ACAS states; “As an employer, you should create a policy for working from home or hybrid working. A policy can help you to consider requests and explain the process to your employees.”

There are some recommendations here from ACAS on how to update your policy - https://www.acas.org.uk/policies-for-home-and-hybrid-working  

Our recommendation 

Our recent poll was unanimous, with 94% of people saying YES - hybrid working structure should be outlined in employment contracts!! 

Retaining the employees you have (and the ones you’ve just recruited) must be a priority to avoid wasting time effort and money. Flexibility is AS important as salary to employees today, it is important that you have robust polices and procedures that you and your team can rely on. 

To find out more about competitive flexible working offerings or for up to date information on trends and candidate needs speak to your blueskies consultant. 
 

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