Flexible Working In Uk Is The Way To Go

By Author: Chandan Chaturvedi
Total Articles: 28
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Occupational health in UK can be defined as the overall physical as well as physiological health of an employee in his workplace. If a person's social or mental health is suffering as a result of the working conditions, then his occupational health is also said to be suffering. Companies are slowly but surely recognizing the importance of the occupational health of human capital in UK, and are introducing reforms that enable the employees to strike a work life balance.


One such reform has been flexible working in UK. Flexible working implies that an employee is able to work according to his convenience and there is no rigid regime, regarding place and time of working, which he has to follow while completing his duty. Although this is only a temporary agreement and can be refuted by the organization anytime, yet it has gone a long way in improving the occupational health in UK.


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


Companies in UK can be divided into 3 categories, according to their viewpoint on occupational health in UK. The first group is the proactive group. These companies have realized the importance of improving the occupational health of their employees and have started initiatives to implement flexible working plans. Clocking in UK is an effective method to keep a tab on the flexible hours of an employee. Through clocking, an organization can keep a track on the working hours of an employee and determine whether that employee has followed the company rules while availing of flexible working.


The second group is the reactive group, which realizes the importance of occupational health of human capital in UK, but has not implemented any initiatives. Lastly, the third group is the change resistant group, which undermines the importance of flexible working and perceives it as risky and costly.
As time passes by, it is getting clear that if an organization aims to succeed in the long run, it has to adhere to the union agreements in UK regarding flexible working and try to create a work life balance for their employees, so that their professional life does not suffer due to their private life and vice versa.

The author is an experienced Content writer and publisher for Business Development. Visit at www.softworks-workforce.com/uk/index.html to know more about Occupational health UK, flexible working UK and human capital UK