We found that a nine-day fortnight, with employee taking every second Friday off, works well in terms of providing the right balance of flexibility and support for employee mental wellbeing.
It allows both men and women to participate in childcare responsibilities and provides those without families with a better work-life balance.
Another innovative flexible working arrangement is term-time contracts, allowing employees to take extended breaks during the summer holidays.
While it can pose challenges for HR due to potential staffing shortages during peak business periods, it has proved to be a beneficial arrangement in terms of operational efficiency for many firms.
Embracing hybrid working also works well as it encourages employees, both young and old, to spend time in the office a few days a week while working remotely on other days. This flexible arrangement has been well-received by employees.
Sabbaticals for professional growth
Finally, we also offer sabbaticals that older workers can find attractive. After decades of service, it can give them the chance to recharge or have new experiences that enables both personal and professional growth.
It could prevent older workers heading off into early retirement and allow time to figure out a new way of working once they return.
We have a senior employee who came back after sabbatical to a reduced hour’s role as mentor and ambassador for the firm, for example. Equally we have had an employee who took six months off to share childcare with his wife after their first baby.
Flexible working is at the heart of DE&I, and creating a structure that works for all and is embedded in the culture of the firm is vital for success. It keeps talent in the firm, and at the same time attracts younger people who can see a clear career path.
In our experience supporting employees at all stages of their life and career to work how they choose has led to a happier and more productive workforce, and better results for the business.
Steve Butler is chief executive of Punter Southall
