02 August 2019 | Herpreet Kaur Grewal
The Chartered Institute of Personnel and Development has launched employer guidance to help ensure atypical working arrangements benefit both the organisation and individuals.
'Atypical Working: A guide to successfully implementing atypical work in your organisation' defines atypical working as including the self-employed, temporary workers, agency staff and people on zero-hours contracts.
A number of high-profile cases of poor practice and one-sided flexibility have raised concerns about some forms of atypical working, particularly zero-hours contracts, according to CIPD.
But, when they are properly managed, both businesses and their workforces can benefit from the flexibility these arrangements can offer, it argues.
These arrangements can help employers to meet short-term fluctuations in demand and enable individuals to work in ways that suit their personal circumstances.
This new guidance, which is informed by six organisation case studies, illustrates the steps employers can take to ensure this win-win scenario plays out in practice. It will help employers to maximise the benefits for their people, reduce the incidence of cases where people feel exploited or unfairly treated and provide the organisation with the flexibility it requires.
The guide focuses on eight key aspects that underpin good management of atypical working:
1. Ensuring that any decision to use atypical workers are taken as part of a comprehensive workforce planning exercise;
2. Seeking to motivate and engage atypical workers in the same way they would for the rest of the workforce;
3. Ensuring workers have a choice over when and how they work;
4. Providing workers with clarity on employment status;
5. Providing opportunities for training and progression;
6. Giving workers a voice in the workplace;
7. Treating atypical workers and regular workers equally to ensure fairness; and
8. Supporting managers to manage atypical workers appropriately.
The report is available here