Small firms are able to derive real business benefits from implementing flexible working, according to the findings of case studies by the Chartered Institute of Personnel and Development (CIPD) and the British Chambers of Commerce (BCC).
In-depth studies of five small companies follow on from research released by the two organisations in April, which also demonstrated the business case for flexible working, such as finding it easier to attract and retain well qualified staff who would otherwise have been hired by larger firms.
The case studies indicate that as well as making a difference to the bottom line, firms also benefit through a reduction in staff stress and from a positive reputation as a responsible employer.
“Employees who feel able to balance their lives in and outside work are much more likely to go that extra mile as their part of the bargain,” claimed Geoff Armstrong, director general at the CIPD.
“Employers benefit from high levels of employee engagement and a wider talent pool,” he added. “Enlightened management of people, and particularly flexible working, can make a huge contribution to business performance.”
The case studies also suggest that flexible working arrangements in small companies are often informal rather than as part of employment contracts or company policies. Such a policy is a business issue rather than an HR or bureaucratic one, the studies concluded.
“More employers are offering flexible working and not because they are required to do so by legislation,” said David Frost, director general of the BCC. “Survey evidence suggests that two in five employers offer the chance to work flexibly to employees who have no statutory right to ask for it and, in many cases, to all employees.”
The earlier research suggested 72% of small companies offered part-time work, 69% allowed employees to vary their working hours and 38% gave staff the opportunity to work from home.