(Solution) CIPD 7CO01 Question 11 employees right to request flexible working from the first day of employment


The CIPD is campaigning for all employees to have the right to request flexible working from the first day of employment. Critically evaluate the case for and against the implementation of this right with reference to your own organisation, providing full justification.


As illustrated in CIPD (2021), flexible working is an approach of work arrangement to offer a broad level of flexibility on the way in which, where and what time employees work. Flexible working has over time grown in its popularity which is evidenced by 44% of employees involved in flexible working since time of COVID-19 pandemic (CIPD, 2021a). Similarly, 80% of employees agree with the view that flexible working is important for both employers and employees. The importance of remote working is evidenced in Marchington et al. (2020) focusing on the concept of diversity and inclusion, workplace analytics, ethics and wellbeing as critical for flexible working functions. For their benefits, Wilshaw (2021) report argued that for an organisation such as Unilever, it has facilitated an upward of 100,000 employees and more compared to the factory production of the employees to work at any time of their preference, anywhere albeit of need to ensure they promote fulfilled business demands. This also has a positive implication of promoting the employers (Unilever) and employees relations. Apart from this, employers as opposed to employees end up becoming major beneficiary from implementation of flexible working strategy.

Improved Morale and Engagement

Today, the increased popularity of use of flexible working strategies amongst the employees is to achieve an improved work-life balance in their individual lives. In particular, Dickson et al. (2018) argue that upto 10% of hour-based working employees and learners prefer flexible working arrangement considering this influence implications of improved opportunities for inclusion in their assigned roles. By appropriate positioning, employees achieve an improved work-life balance with morale and engagement level increasing performance. Further, Forbes (2019) study noted that entities benefit from 25% profit increment. Additionally, the employees group leverage on 41% of low absenteeism and 59% reduced turnover levels. Apart from the identified profits acquired, the organisation achieve reduced overhead costs and long-term costs incurred with employers possessing the chance to leverage on agile and readiness for embracing on change process. A case example is in MNGHA organisation in Saudi Arabia (KSA) where their adoption of remote working would be to increase Chung (2018) findings of increased attrition level for traditional employees. This is at 5% with flexible working employees being approximately 2%. Besides, employees need to with consistency monitor non-office operating employees.

Relevant and Holistic Resourcing

A previous survey developed in Lindley and McIntosh (2019) highlight the UK Millennials groups inclusive of 40% of the entire UK staff. Also, Chopra and Bhilare (2020) report findings had hypothesised that a significant area of priority by Millennials comparing with entire preferences is to enrol to remote working. In particular, the report hypothesised that millennials prefer flexible working or to offer them with a chance to take more time with their families. Nevertheless, this is of relevance for employers as the managers capable to leverage on competitive advantage being contractual arrangements linked with job insecurity issues and income. An elimination of the noted factors achieve success with employers being best positioned to achieve broad talent pool, resourcing appropriate employees with prerequisite qualifications and skills possessed and capability. Also, employees operate in a team-based arrangement, good leadership pursued with zero feeling on being isolated from the organisation.

Low level Turnover According to the report in Quantum Workplace (2020), approximately 90% of all employees note on their interests as being the mandate for staying in a substantial timeline in an organisation offering flexible working opportunity. To support this, CIPD (2021b) evidenced on flexible work opportunities inclusive of important rationale for employees in placement increasing their satisfaction to execute the job functions and remaining for a longer period in their organisations. Despite of associating the process with engagement level, the findings in the report similarly noted on flexible working as reduced employees turnover with 90%. For the different benefits to reduce their turnover, they are relevant for employers as opposed to employees. Despite of the……

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