Flexible Working in UK is the Way to Go

Occupationalhealth in UK can be defined as theoverall physical as well as physiological health of an employee inhis workplace. If a person’s social or mental health is sufferingas a result of the working conditions, then his occupational healthis also said to be suffering. Companies are slowly but surelyrecognizing the importance of the occupational health of humancapital in UK, and are introducingreforms that enable the employees to strike a work life balance.

Onesuch reform has been flexible working inUK. Flexible working implies that an employee isable to work according to his convenience and there is no rigidregime, regarding place and time of working, which he has to followwhile completing his duty. Although this is only a temporaryagreement and can be refuted by the organization anytime, yet it hasgone a long way in improving the occupational healthin UK.

Accordingto recent union agreements in UK,employees having children under the age group of 16 can request forflexible working. This has enabled them to work conveniently fromtheir home and at a time suitable to them so that they can take careof their dependents as well as their workplace duties. Moreover,availing of flexible working in UKwill not deprive an employee of their privileges, which they gotwhile working full time.

Companiesin UK can be divided into 3 categories, according to their viewpointon occupational health in UK.The first group is the proactive group. These companies have realizedthe importance of improving the occupational health of theiremployees and have started initiatives to implement flexible workingplans. Clocking in UK is aneffective method to keep a tab on the flexible hours of an employee.Through clocking, an organization can keep a track on the workinghours of an employee and determine whether that employee has followedthe company rules while availing of flexible working.

Thesecond group is the reactive group, which realizes the importance ofoccupational health of human capital in UK,but has not implemented any initiatives. Lastly, the third group isthe change resistant group, which undermines the importance offlexible working and perceives it as risky and costly.

Astime passes by, it is getting clear that if an organization aims tosucceed in the long run, it has to adhere to the unionagreements in UK regarding flexibleworking and try to create a work life balance for their employees, sothat their professional life does not suffer due to their privatelife and vice versa.