More than half (54%) of employees surveyed from around the world would consider leaving their job post-pandemic if they are not afforded some form of flexibility in where and when they work.
Ahead of the curve, online fashion retailer Asos will now be allowing employees to work flexibly, as well as take time off at short notice while going through menopause.
It is one of several new policies being introduced to support employees who are “going through health-related life events”.
Other measures announced by Asos, include paid leave for staff who have experienced a pregnancy loss or are undergoing fertility treatment, with five days paid leave provided a cycle to ensure appointments can be attended.
The new policies are gender-neutral, Asos said, with its Chief Executive, Nick Beighton, adding that staff will be supported “personally and financially”.
“All of us face unexpected challenges in life, and sometimes these can create very difficult circumstances which mean we need to step away from or change how we work,” he said.
“We’ve launched these new policies to reassure all Asosers that they will continue to be supported, personally and financially, throughout those difficult times. We’re here, no matter what it is and every step of the way.”
The new measures will “enable Asosers to take the time away from work that they need, while also increasing awareness of the impact of such common life events”, the company said in a statement.
Despite the overwhelming recognition of the importance of flexible working, a recent EY survey revealed that 35% of employer respondents want all of their employees to return to the office full-time post-pandemic.
51% of employer respondents say that they want to decrease business travel post-pandemic, but 66% of employee respondents say they want it to resume.
Liz Fealy, EY Global People Advisory Services Deputy Leader and Workforce Advisory Leader, has said that employers are very aware that employees are demanding flexibility, but the biggest danger facing most employers is that they fail to provide clarity around their hybrid work and return to office plans.
Many organizations seem to have commitment issues around flexible working – they know they need to adapt but are holding back on implementing any firm plans.
“We know that many employees are prepared to quit if they don’t get the flexibility they need and so employers who fail to move with the times do risk losing their people. Organizations that want to flourish need to ensure that their plans are well defined and communicated and that they balance business and employee priorities in refining these plans to help create a win-win for the business and the workforce,” Fealy said.
Information Sourced from All Work