Transformed Working Time Arrangements: Benefits and Extent of Agreement

This article examines the changes in working time arrangements and their impact on all parties in the employment relation. It explores the development of flexible working time, work-life balance, and the legal regulation of working time arrangements. The article concludes with a critical assessment of the extent to which these arrangements benefit all parties involved.

Workings time arrangements have
been transformed to benefit all
parties in the employment relation!
To what extent do you agree with
this statement?
1

INTRODUCTION...........................................................................................................................3
Critically examine the changes in working time patterns and trends over recent years..............3
Critically assess the development of “flexible” working time and work-life balance.................5
Access the legal regulation of working time arrangements.........................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9
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Q2. Workings time arrangements have been transformed to benefit all parties in the
employment relation! To what extent do you agree with this statement?
INTRODUCTION
The International Labor Organization (ILO) has created an idea of "job in place" which includes
open doors for women and men who work better than the average and are paid opportunities,
value, safety and human respect in the States, in order to reduce the differences between people's
years in relation to their current job and working conditions. Great progress on the ILO's journey
beyond average work leads to better working hours. Previous working hours had been the subject
of a comprehensive universal working standard, the Working Time Convention (industry), 1919
(No. 1), and remains essential for its extension by the ILO (Pichault and McKeown, 2019). Over
the years, ILO has achieved universal standards on a range of work time topics, recalling
measures for work time points, daily rest periods and week after week, paid annual leave, for
insurance nights. Uniform treatment rules for workmen and low-maintenance workers.
In this modern world everything has been changed by new emerging technologies. The schedule
has been replaced by new modern working time arrangement techniques. As per labor law;
company is liable to pay overtime to those workers; who contribute more than 40 hours in a
week. Thus, organizations are adapting new ways to breakdown these 40 hours according to
convenience of labor. Some workers required fixed period of time like in banking sectors and
other customer service providing firms. But manufacturing sectors where fixed order quantity is
ordered in precise time don’t hold any constant time. Due to these reasons; employees are
allowing both shifts day and night. Women employees are exceptional case; as it depends on
their choice to choose working hours. New startups are adopting flexible working hours due to
their main target which is to accomplish task. In this project report; to discuss the impact of
working time arrangements two parties; employee and employers have been considered.
Over recent years it has been identified that there is changes in work time patterns and trends, it
has been identified that in UK there is excessive working hours and workplace pressures same in
workplace structure. EU Working Time Directive introduced in the provinces of United
Kingdom from year 1998 to 2003. At a time when a young specialist has to work more than four
and a half hours after each, at that point they are entitled to a 30 minute break. Another young
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specialist is qualified for twelve consecutive hours in each 24-hour period in which he works.
Both of these warranties should be modified or avoided in exceptional circumstances. Young
experts are entitled to 2 days per week and can only be found in the middle of about fourteen
days.
Free guidance is created by DTI (Department of Trade and Industry), which can provide more
data. This legislation restricts and put limit of 48 hours working week along with 4 weeks paid
annual leave (British workers put in longest hours in EU, study finds, 2019). Main cause of
significant increase in the working hours over their years turns out to be the increase in
competition pressure and need to more with less. At present workers are subject to get overtime
for each hour above 40 hours a week. In this relation, it has been identified that the despite of
having these legislations professional as well as managers along with this transportation and
manufacturing workers seen with working over time. This has been identified that there increase
in pressure upon organization to be more agile, consumer focused and competitive (Drahokoupil
and Kahancová, 2019). This turned out to be the key driver for change in nature of work time. In
addition to this it has been determined that over the past 40 years there is a significant increase in
demand of skilled workforce that increases irregular work scheduling. Through this unskilled
labors and blue color workers get benefited through getting rotational shifts. This lead towards
much negative consequence along with this it has been evaluated that about 10% of workers in
organizational workplace structure are assigned to on-call work shift or irregular work time.
Further irregular work shift is mainly linked with working longer weekly hours. Due to the
irregular work time employees faces issues related to family conflicts and many more negative
consequences because of overtime work that has been performed by transport and manufacturing
workers in UK. This keeps on increasing with a constant rate and as overtime increases
likelihood of having irregular schedule (Birkett, 2019). In order to compact this United Kingdom
government introduced many legal remedies like right to request to make change in work time,
location, and schedule. With disturbed pattern of working hours there are number of
consequences that has been facing by employees from many years. It has been identified that
11% of workers in United Kingdom perform their work in a long work hour schedule. Along
with this has also been evaluated that there is a clear differences in which managers,
professionals and workers engaged in manufacturing and transportation seems to work more
comparatively to other employees. Along with this there is a significant difference among long
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work or working across the top managers as well as managerial grades, as they perform their
work more than 60 hours a week. Along with this, 1/3 of professionals and managerial
employees do not get paid for being provided with time-off in lieu. However main sectors in
which incident related to long working hours mainly occurs are related to communication,
transport, agriculture, construction, forestry and fishing. Further it has been evaluated that in
United Kingdom long working or is higher in private segment comparatively to public. Despite
of many legal rules and legislation framed by government of UK things are not getting better and
incidents related to employees in country perform long our work hour’s keeps on increasing (Rest
breaks at work, 2020). Over the last decade as it has been identified that between 1988 and 1998
the basic average weekly standard hours fell for both men and women (from 40.2 to 39.3 and
37.4 to 36.8, respectively). But since 2000 to 2020; there has been emerge changes came into this
figures; as average weekly standard hours for both men and women has been increased to 42 and
40 hours respectively. There is different type of reasons for long working hours. This has been
evaluated that unpaid overtime in United Kingdom is common seen in professional and
managerial workers, further in transportation and manufacturing unit employees are also doing
their work overtime as it is requirement of the job. There is a significant increase in competition
among industries of all sectors. This makes increase in the volume of business and making
increase in project base working. Along with this meeting culture, consumer focus is also some
of the reason of managerial and professional long working hours. Comparatively to other EU
nations UK have measured level high level of long working hours, in which it has been evaluated
that both men and women perform their work in long hours. If it is evaluated in terms of
employee satisfaction with long base work, it has been identified that women’s in United
Kingdom or not satisfied with the overtime comparatively to men. Along with this about one-
third of women population in UK seeks to make reduction in their working hours. According to
the many UK case studies, this has been evaluated that majority of employees and workers are
not satisfied with long hour and also making attempts to make significant reduction in their work
time schedule, the pros of this issue could be extra pressure on labors, which effects their
productivity and efficiency. But on the other hand, extra work reflects more production and
increased productivity which can impact GDP of any economy (British workers put in longest
hours in EU, study finds, 2019).
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Flex time is defined as a work arrangement in which employees can effectively able to
select the starting and ending time of their work day. This arrangement is mainly popular as it
significantly aid employees to fulfill positive work life balance. With the assistance of flexible
working employers offer working hour that suits needs of employees. UK Government made
necessary for organizations to allow their employees with the legal rights to make request
flexible work hours. It is a statutory application which is required to be abided by all the
employers. With the advantage of Flexi work arrangement employees within entity can compress
their work hours and can perform their roles and responsibilities that fit their time. It has been
evaluated that there are two type of flexible working that include a statutory request and a non
statutory request (Aloisi, 2019). However if employer cancel the request of an employee then it
counts in discrimination. In context with statutory request it has been identify it is a law on
flexible working. In order to make this request it is essential for an employee to work for
employer for 26 weeks in a row on the date they made their application. While in terms with non
statutory request this does not falls under law and is not a set procedure. In this employer can
offer flexible work hours with having their own scheme and rules. In this it is essential for
employee to make request for flexible working to employer in writing and as per according to
statutory application. It has been identified that with the advantage of Flexi time many
organization gain advantages in terms of work life balance among employees. Along with this it
has been determined that Flexi time proves to be beneficial for both employee and employer as
by choosing flexi time basis employee can effectively maintain positive work life balance and
can perform their organizational responsibility with more effectiveness (Flexible Working and
Unpaid Overtime in the UK: The Role of Gender, Parental and Occupational Status. 2018). In
addition with this in context with employers this has been identified that in United Kingdom
large number of organization offer Flexi time facilities to their workers and see more staff
retention and happy employees. Flexi time arrangements somehow provide disadvantage to
employees and employers. As in this employers can somehow affect their productivity and if
skilled and experienced employees seek for flexi time hours than entity can face inefficiency in
their task or project. While on the other hand, employees due to lack of supervision on flexi
hours can reduced their performance level, as Flexi time employees mainly perform their work
under limited supervision. In addition to this organization who are having flextime facilities
have seen retention of experienced workers for more time period. By taking advantage of
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flexible hours companies boost morale of their employees through which entity measure higher
level of productivity. Thus as per according to the above mentioned discussion that has been
evaluated that Flexi time arrangement are beneficial for both the employees and employers but
this may lead more benefits employer as with the help of this entity can not only able to retain
their labors for long period of time but also they can see reduction in investment of training
amount that they spend on new employees along with this Flexi time arrangements increases
motivation and satisfaction level among employers that benefits entity or employer to increase
their positive image or goodwill in respective industrial sector. Some of the flexi hours contract
include:
Shortened workweek through a compressed work schedule: Under this contract; employees are
allowed to shortened their weekend by increasing working hours per week; for instance there is
minimum 40 hours obligation per week; thus it can be distributed either in 8 hours per day for 5
days or 10 hours per day upto 4 days.
Adjusted working hours: Under this contract; employees are allowed to decide their 8 hours shift
starting any time from 6 am to 9 am. So, that worker could finish extra work pending for their
personal needs.
Part-time work: This contract supports those workers or students; who wants some extra money
to fulfill their needs. Under this contract; employees are not obliged for 8 hours fixed schedule.
Vacation time flexibility: This type of flexi work time contracts are mostly applied by innovative
firms, software development companies and idea generation organizations. Under this contract;
employees are not forced to stick with fixed working hours; rather they get freedom to work
from anywhere or anytime. The main objective is to accomplish whole assignment on time; no
matter how. As per research study in UK during year 2018, it was studied that 60% industries
(Consultancies, services, banking sectors, IT sectors and other tertiary industries) has adopt this
time management methods, the reason behind this growth was improvement in their productivity
by 15% (State of the American Workplace, 2020).
In addition to this Zero Hour contract can also been offered by employer, this contract is
defined as a contract in which organization or employer are not required to offer regular work to
employee. In this it is the responsibility of employee to be available on call if they are required
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and needed to work upon. Further this contract is mainly identify as a contract among employee
and worker in which employer is not obliged to offer minimum working hours and worker is not
obliged to accept any work offer. This has been identified that over the past many years Zero
contract hour is continuously increasing in United Kingdom provinces. As per according to the
Office for National statistics, it has been identified that between October and November 2018
there are almost more than 91, 1000 individual those who perform their work on Zero Hour
contract. It is an independent modern working practice through which employees provide
workers with the opportunity to work in a stress free and depression free manner (State of the
American Workplace, 2020). Main advantage which is associated with this form of working is
flexibility.
Zero Hour contract or Flexi time arrangements significantly affect work life balance in a
beneficial manner. As with the help of this, employees can perform their work under less
pressure and strict time bound (Torfing, Sørensen and Røiseland, 2019). Main issue that has been
related with long work or and work intensification is that, this make employees addicted towards
poor eating hab. Along with this because of long working hours employee are subjected to
irregular sleep and relationship problems. Thus, with the assistance of Flexi time arrangement
both employees and employers can significantly able to increase their productivity and can game
positive outcomes. In recent past years; some of the industries like Health & social work, hotels
& restaurants, retail, education, transport and admin support and other services sectors
implement this concept for white and blue collar employees and permanent workers. The reason
behind application of such concept is irregular work or uncertainty of work. Like for example; in
case of hospitals, emergency staff only requires when some ICU case arrives, thus they only
required at prefixed time, else they are sitting idle which can arose the chance of politics and
laziness in staff. Hence, in such a situation this method is successful and helpful.
At present employees and many companies are impacted because of COVID 19 (Corona
virus) it has been identified that there is a complete lockdown that has been made by
government, this has been done to practice social distancing. The major benefit of such a
contract is; employees can work from home without any fixed schedule of work and it will also
engage people at home to reduce their boredom and keep safe at home. On the other hand; some
of the weakness of such contract includes lack of incentives for outstanding work, lack of team
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work, supervision and requires lots of self determination towards job responsibilities and task
assigned. In this with the assistance of Zero Hour Contract large number of organization are
performing their operations and engaging to deal with this pandemic situation. Further it has
been evaluated that there is a sudden increase in demand of employees those who can perform
their work on Zero Hour contract. This can provide benefit to employees to gain extra income
under low pressure. Due to the current situation of COVID 19(Corona virus) Government are
appealing to organization to take use of zero Hour contract and employ large number of
employees. This mainly aims towards maintaining economic balance. Furthermore by taking
assistance of this contract organization can make reduction in the huge loss that can be faced by
them due to this pandemic. It allows company to continue their work and production without
interruption. As this contract is only limited to services only because no employee can do
manufacturing of item at home or in flexi hours. This can only give advantage to service sectors
like banking sectors, health services, and software companies and so on.
In UK majority of employees are seem to work under this contract, with the assistance of
this contract organization or employer can quickly able to overcome business fluctuations. It has
been identified that there are different type of legal regulations related to working time
arrangements that has been frame by UK legislations within an aim to offer employees with the
“right to request”. All these laws are being framed by taking business benefits into consideration.
In context with EU Working Time Regulation, it has been determined that in order to protect
health and safety of employees EU Government have frame legislation in which workers are
allowed to work with minimum standards. In this working hours is applicable for must not
exceed 8 hours per 24-hour period. In addition to this employer or organization take care of that
employee does not conduct their work as per set standards. In addition with it is also the
responsibility of employer to make sure that their staff does not conduct their work more than 48
hour per week. Further it has been evaluated that it is essential for employees to make sure that if
their employees perform their work more than 6 hours the day then they are required to given a
break. Along with the different type of working time applications that has been framed by EU
directive, in which it is essential for all the employer or organization to up-to-date records of all
employees who conduct their work beyond 48 hours limit (Maximum weekly working hours.
2020). Thus, according to the discussion this has been identified that all the legal regulation
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related to work time arrangement is required to be effectively abide by all the entities and
employer within UK provinces.
CONCLUSION
As per the above mentioned report it has been concluded that, working time arrangements
significant benefit employers and employees relationship, as it provide assistance to employers
to increase motivation, morale and long-term retaining of employees in organizational workplace
structure. While with the assistance of flexible working time arrangements employees can
perform their operations with more effectiveness under stress free environment. There is a
significant change in work time patterns that has been evaluated over recent years. In this
government of country also framed significant legislations in order to provide employees with
flexible work hours right, in this government also considered benefit for business. Thus, it has
been concluded that with the assistance of flexible work time legislations both employers and
employees can make increase in their productivity level.
As a rule, tests have shown positive results for in-depth proficiency in a professional
lifestyle, including absenteeism and improving goal achievement (Kosek et al., 2014).
Nonetheless, in their study of writing, it emerged that there was a lack of evidence that would
allow for making predictions about working life, for example by changing work choices,
following the life conflict. lower performance in performance improvement. While stress
reduction is reflected by flexible specialists as improving their fitness for work, the question of
work effort, centralized thought, and deep competence around authoritative approaches has
emerged.
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REFERENCES
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Pichault, F. and McKeown, T., 2019. Autonomy at work in the gig economy: analysing work
status, work content and working conditions of independent professionals. New
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Torfing, J., Sørensen, E. and Røiseland, A., 2019. Transforming the public sector into an arena
for co-creation: Barriers, drivers, benefits, and ways forward. Administration &
Society, 51(5), pp.795-825.
Mitev, N., De Vaujany, F.X., Laniray, P., Bohas, A. and Fabbri, J., 2019. Co-working spaces,
collaborative practices and entrepreneurship. In Collaboration in the digital age (pp. 15-
43). Springer, Cham.
Aloisi, A., 2019. Negotiating the digital transformation of work: non-standard workers’ voice,
collective rights and mobilisation practices in the platform economy.
Zeitoun, M., Mirumachi, N., Warner, J., Kirkegaard, M. and Cascão, A., 2019. Analysis for
water conflict transformation. Water International, pp.1-20.
Bamberger, M. and Mabry, L., 2019. RealWorld evaluation: Working under budget, time, data,
and political constraints. SAGE Publications, Incorporated.
Birkett, G., 2019. Transforming women’s rehabilitation? An early assessment of gender-specific
provision in three Community Rehabilitation Companies. Criminology & Criminal
Justice, 19(1), pp.98-114.
Drahokoupil, J. and Kahancová, M., 2019. Workers’ participation in Czechia and Slovakia.
In The Palgrave Handbook of Workers’ Participation at Plant Level (pp. 301-322).
Palgrave Macmillan, New York.
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Kossek, and et.al., 2014. ‘Leveraging workplace flexibility: Fostering engagement and
productivity’. Alexandria, VA: SHRM Foundation. 12th December 2016 from
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