Flexible working hours Bill makes major progress
Green Party MP Sue Kedgley has welcomed the progress made on her Flexible Working Arrangements Bill, which has won support from the Transport and Industrial Relations committee, and will soon be debated in Parliament.
“The Bill sets out a framework for specified groups of employees to negotiate flexible working arrangements with their employers, and places a statutory duty on employers to seriously consider such a request," Ms Kedgley says.
“Flexible work can mean flexible starting and finishing times, job sharing, compressed working weeks, working from home, term time working or selecting or influencing one’s own roster or shift.
“It is clear that flexible working practices are widely supported by New Zealanders, and will benefit employers as well as employees. Just as clearly, New Zealand currently lags way behind other countries in offering flexible working arrangements to employees.
“We have a culture of long working hours, and many employees, especially those with children, are suffering as a result of working long and inflexible working hours,†Ms Kedgley says.
“I hope this bill will help to change the workplace culture, as it has in the United Kingdom, and encourage more flexibility in working arrangements generally.â€Â
“At present, many employees are reluctant to ask for flexible work, for fear it will have negative repercussions on their career. What we need is a statutory right for employees to request flexible working arrangements, and a clear framework for negotiating the arrangements. This is what the bill provides for,†Ms Kedgley says.
Ms Kedgley said her bill has been substantially improved as a result of the hearings and deliberations of the Transport and Industrial Relations committee. .
“The committee has recommended that its provisions be extended to cover employees who are looking after adult dependents, as well as to employees with young or disabled children.
“Personally, I would like to see the right to request flexible working arrangements extended to all employees. This would widen the recruitment pool, increase morale and workplace productivity, reduce absenteeism, stress and staff turnover, and enable a better work-life balance for employees, †Ms Kedgley says.
“The Bill sets out a framework for specified groups of employees to negotiate flexible working arrangements with their employers, and places a statutory duty on employers to seriously consider such a request," Ms Kedgley says.
“Flexible work can mean flexible starting and finishing times, job sharing, compressed working weeks, working from home, term time working or selecting or influencing one’s own roster or shift.
“It is clear that flexible working practices are widely supported by New Zealanders, and will benefit employers as well as employees. Just as clearly, New Zealand currently lags way behind other countries in offering flexible working arrangements to employees.
“We have a culture of long working hours, and many employees, especially those with children, are suffering as a result of working long and inflexible working hours,†Ms Kedgley says.
“I hope this bill will help to change the workplace culture, as it has in the United Kingdom, and encourage more flexibility in working arrangements generally.â€Â
“At present, many employees are reluctant to ask for flexible work, for fear it will have negative repercussions on their career. What we need is a statutory right for employees to request flexible working arrangements, and a clear framework for negotiating the arrangements. This is what the bill provides for,†Ms Kedgley says.
Ms Kedgley said her bill has been substantially improved as a result of the hearings and deliberations of the Transport and Industrial Relations committee. .
“The committee has recommended that its provisions be extended to cover employees who are looking after adult dependents, as well as to employees with young or disabled children.
“Personally, I would like to see the right to request flexible working arrangements extended to all employees. This would widen the recruitment pool, increase morale and workplace productivity, reduce absenteeism, stress and staff turnover, and enable a better work-life balance for employees, †Ms Kedgley says.