The Eurofound 2014 Yearbook on Living and Working in Europe covers recent employment trends, highlights job creation and job loss has occurred, and suggests where investment in future growth is best directed.
Amongst its findings, data show that of those establishments that offer working time flexibility 44% do so only on a limited basis, with 35% having a selective offering. Only 20% of establishments have schemes that are encompassing; i.e. offer a broad range of flexible working time arrangements that usually are available to most or all employees.
However, analysis shows that those establishments offering flexible work on a encompassing basis have higher levels of performance and employee wellbeing. Those with selective provision have similar levels of well-being but lower performance, while limited provision establishments have lower performance and well-being than those with encompassing schemes.
Employers are failing to overtly offer prospective employees flexible working options, and this is causing a ‘talent bottleneck’. While 46% of people in employment in the UK want some kind of flexible working, only 6% of vacancy listings specify flexible options.
So few job adverts mention flexible working that 77% of flexible workers feel trapped in their current role – halting career progression. Moreover, those seeking flexible work ‘trade down’, 41% of flexible workers taking employment below their skill or salary level in order to get the flexibility they need.
Research shows that 52% of those looking for flexible work feel nervous to ask for flexibility when it isn’t specified in the advert; 43% fear asking will damage their chances of getting the job.
By not being proactive in opening jobs to those seeking flexible work, employers are cutting themselves off from some of the best available talent
People are quitting their jobs because of excessive overtime hours and bosses that don’t allow flexible working.
Being able to work flexibly and still be on track for promotion is very important.
The leading causes of work-life conflict are that while wages have remained stagnant, their responsibilities have increased.
Workers in Germany and Japan reported the highest levels of increasing work-life conflict. German parents – alongside those in the UK, India and the US – were also most likely to report difficulties in managing work-life balance versus their non-parent colleagues.
They survey also found that approximately half of managers work more than 40 hours a week, with four in 10 saying that their hours have increased in the past five years.