Can Solicitors Negotiate Flexible Working Options?

Since the COVID-19 pandemic, there’s been a lot of discussion about Remote and Flexible working options, in pretty much every sector of the economy. Employees are looking for a greater work/life balance, as well as being able to work where and when they feel most motivated to do so. Businesses are starting to recognise this desire as well, and many of them are offering options allowing their employees to choose where and when they work. The legal profession is no exception – but how can solicitors go about negotiating with their employer about flexible working arrangements?

The first thing that anyone who is negotiating for flexible working might want to keep in mind is that you want to try to keep emotion out of any decision. You want to be making the decision that is best for your job, not to satisfy your feelings. You also need to bear in mind that you’ll need to be flexible: both you and your employer might have different feelings on the situation, and, to come to a compromise, you’ll might need to shift your position. Having a flexible, unemotional position about home working will allow both employee and employer to come to an easier and more amicable arrangement.

To start with, you’ll need to think about what your needs are, and how fulfilling these needs can improve your overall happiness and productivity at work. You can present these needs to your employer when you start having discussions about home working, to show you have thought thoroughly about what you want from flexible working. You should also look at what your company thinks about remote working options: after all, there’s no point trying to negotiate for something your employer won’t provide. They might, however, be willing to agree, if you highlight the benefits of flexible and remote working. You should think about these before entering discussions with your employer, as it will allow you to be in full possession of the data you need.

When talking with your employer, you’ll want to propose detailed arrangements for flexible working. Not only should these be about your new arrangements, but you should also consider solutions to potential problems like lack of communication with frequent check-in periods, or a lack of project collaboration with suitable tools you and your team can use. Also, consider suggesting a test period, allowing your boss to see that flexible working can be a great benefit to your company. You’ll want to be able to set certain metrics to measure this, so make sure that these are achievable. When you do agree a policy, get it in writing. This will help to prevent any confusion and can act as a reference for both sides. Whatever happens, you should maintain a professional attitude: there’s no point getting angry or frustrated about it, as, without your employer’s backing, you won’t be able to adopt the flexible practices that will allow you to perform better at work.

Flexible working is most definitely here to stay, and companies can take advantage of it, to retain staff and increase their productivity and general happiness. Here at Douglas Scott, for example, we have flexible start and finish times, and general home working on a Friday, to offer a better balance for our staff. If you feel like you’d benefit from flexibility during your working week, it might be worth having conversations with your employer, and highlighting some of the above benefits. So long as you’re both happy, flexible working might be a way for your company to become more efficient and productive, and for you to be happier and have a great work/life balance.

Further Reading:

The Law Gazette have published an excellent article with tips and advice for people who wish to adopt flexible working: https://jobs.lawgazette.co.uk/article/negotiating-flexible-and-remote-work-options/?utm_source=gazette_jobs&utm_medium=email&utm_campaign=Unlocking+Work-Life+Balance%3a+Negotiating+Flexible+and+Remote+Work_05%2f31%2f2023&sc_camp=36E275B2759A4664BB8904EB2E69D0AC