WORK AND EMPLOYMENT | IN FOCUS
“ TODAY’S WORKERS INCREASINGLY LOOK TO THEIR EMPLOYERS TO BE FLEXIBLE IN MEETING THEIR PERSONAL NEEDS”
work. There are a lot more people in managerial and professional occupations, and many jobs now require higher levels of skills than they did in the past. Technology has changed the nature of work in many sectors. Mobile phones, websites, emails and online teleconferences have changed the way many workers do their jobs and communicate with their managers. Many employees no longer have to be in a particular physical workspace, and have greater skills than previous generations. Most people joining the workforce now will expect to work for multiple employers, moving from job to job, whereas their 1965 counterparts might have aspired to a job for life. Today’s workers increasingly look to their employers to be flexible in meeting their personal needs. That flexibility is an important source of the UK’s competitive advantage – as was shown during the recent recession. Flexible working in terms of both work times
and location is now a deeply ingrained feature of the modern workplace. Parents in particular are keen to take advantage of “flexi-time” working arrangements that allow them to fit their shifts in with family duties. The right to choose working hours is one reason why businesses and government have defended the individual opt-out from the EU Working Time Directive. Since July
Left: Work flexibility is the key for working parents
2014 every employee has the right to request flexible working after the government extended the right previously reserved for carers and those looking after children. Financial flexibility has become an important
feature of the workplace, not just in terms of pay deals aimed at reflecting the needs of individual workers but also in pensions, which have become an increasingly important element of reward packages. The defined benefit pension that was common in the 1960s and which guaranteed a certain income on retirement has been broadly replaced by defined contribution pension where the final pension depends on the performance of the assets bought along the way. This is an area that has seen much government intervention over the years, most recently with the launch of auto-enrolment and the abolition of the obligation to buy an annuity.
These changes have meant that employers
have had to focus more on training and ensuring that staff have key management skills. Against the backdrop of greater flexibility and individual bargaining in the labour market on both sides, the role of the government is now to foster positive flexible relations based on positive employee engagement. The CBI has worked hard to persuade successive governments that a positive employee relations climate is key to the success of any business and of the wider economy.
• 127
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40 |
Page 41 |
Page 42 |
Page 43 |
Page 44 |
Page 45 |
Page 46 |
Page 47 |
Page 48 |
Page 49 |
Page 50 |
Page 51 |
Page 52 |
Page 53 |
Page 54 |
Page 55 |
Page 56 |
Page 57 |
Page 58 |
Page 59 |
Page 60 |
Page 61 |
Page 62 |
Page 63 |
Page 64 |
Page 65 |
Page 66 |
Page 67 |
Page 68 |
Page 69 |
Page 70 |
Page 71 |
Page 72 |
Page 73 |
Page 74 |
Page 75 |
Page 76 |
Page 77 |
Page 78 |
Page 79 |
Page 80 |
Page 81 |
Page 82 |
Page 83 |
Page 84 |
Page 85 |
Page 86 |
Page 87 |
Page 88 |
Page 89 |
Page 90 |
Page 91 |
Page 92 |
Page 93 |
Page 94 |
Page 95 |
Page 96 |
Page 97 |
Page 98 |
Page 99 |
Page 100 |
Page 101 |
Page 102 |
Page 103 |
Page 104 |
Page 105 |
Page 106 |
Page 107 |
Page 108 |
Page 109 |
Page 110 |
Page 111 |
Page 112 |
Page 113 |
Page 114 |
Page 115 |
Page 116 |
Page 117 |
Page 118 |
Page 119 |
Page 120 |
Page 121 |
Page 122 |
Page 123 |
Page 124 |
Page 125 |
Page 126 |
Page 127 |
Page 128 |
Page 129 |
Page 130 |
Page 131 |
Page 132 |
Page 133 |
Page 134 |
Page 135 |
Page 136 |
Page 137 |
Page 138 |
Page 139 |
Page 140 |
Page 141 |
Page 142 |
Page 143 |
Page 144 |
Page 145 |
Page 146 |
Page 147 |
Page 148 |
Page 149 |
Page 150 |
Page 151 |
Page 152 |
Page 153 |
Page 154 |
Page 155 |
Page 156 |
Page 157 |
Page 158 |
Page 159 |
Page 160 |
Page 161 |
Page 162 |
Page 163 |
Page 164 |
Page 165 |
Page 166 |
Page 167 |
Page 168 |
Page 169 |
Page 170 |
Page 171 |
Page 172 |
Page 173 |
Page 174 |
Page 175 |
Page 176 |
Page 177 |
Page 178 |
Page 179 |
Page 180 |
Page 181 |
Page 182 |
Page 183 |
Page 184 |
Page 185 |
Page 186 |
Page 187 |
Page 188 |
Page 189 |
Page 190 |
Page 191 |
Page 192 |
Page 193 |
Page 194 |
Page 195 |
Page 196 |
Page 197 |
Page 198 |
Page 199 |
Page 200 |
Page 201 |
Page 202 |
Page 203 |
Page 204 |
Page 205 |
Page 206 |
Page 207 |
Page 208 |
Page 209 |
Page 210 |
Page 211 |
Page 212 |
Page 213 |
Page 214 |
Page 215 |
Page 216 |
Page 217 |
Page 218 |
Page 219 |
Page 220 |
Page 221 |
Page 222 |
Page 223 |
Page 224 |
Page 225 |
Page 226 |
Page 227 |
Page 228 |
Page 229 |
Page 230 |
Page 231 |
Page 232