Flexible working in Construction - what do you need to know?

The UK construction industry has long been known for its rigid schedules and early starts, often making it difficult for employees, especially women, to balance work with personal responsibilities. However, as flexible working becomes a priority in other sectors, construction is beginning to recognise its potential benefits. This article explores how flexible working practises, legislative changes, and industry-led trials can reshape the construction landscape.

Flexible working: Key to Change

Currently, women make up only 14% of the UK construction workforce with just 2% of those in skilled trades. Rigid working conditions, which often conflict with caregiving roles, disproportionately affect women, who are statistically more likely to request flexible working arrangements. The UK Government’s Department for Business Energy & Industrial Strategy (BEIS) indicates that 75% of all flexible working requests come from women. This highlights the urgent need for the industry to rethink its working model to attract and retain female talent.

Research from Timewise found that 56% of women are more likely to apply for a role if flexible working options are advertised. Additionally, companies that adopt flexible work practices report up to a 30% increase in productivity and 25% reduction in employee turnover. The statistics illustrate that flexible working can be a win-win for both employees and employers driving engagement while ensuring project goals are met.

The Timewise Trial: Leading The Shift

A significant initiative driving this change is the Timewise Trial which tests a 4-day working week across Tier 1 contractors. Piloted in various construction sites, this initiative aims to explore how reduced working hours can meet operational demands while offering greater flexibility to the workforce. Early findings have demonstrated that adopting flexible working arrangements not only improves worker wellbeing but also encourages diversity while making roles more appealing to underrepresented groups, particularly women.

This trial highlights that reshaping the traditional construction work week is possible, without sacrificing productivity. By proving that flexibility can succeed on-site, the industry is laying the groundwork for long term changes that could increase the appeal of construction jobs for new demographics.

New Legislative Changes

Legislation is also playing a crucial role in fostering flexibility in the workforce. The Employment Relations (Flexible Working) Act 2023 has improved access to request flexible working arrangements including:

• Right to Request Flexible Working from ‘Day One’ - Employees can now make a request for flexible working from their first day of employment, as opposed to the previous 26-week waiting period. 
• Increased Requests – Employees are now able to make two flexible working requests within a 12-month period, an increase from the previous single request.
• Shorter Response Timeframe – Employers must deal with a flexible working request within two months, instead of the previous 3-month period (although  this can be extended if the employee agrees).
• Requests Without ‘Justification’ – Employees no longer to need to explain or justify how the proposed flexible working might affect the business or their colleagues.

The Gateway to Gender Diversity Through Flexibility

Flexible working is not just about improving work life balance is also a key strategy for improving gender diversity within the construction industry. Research suggests that offering flexible working options including staggered shifts, compressed workweek and remote roles could significantly boost the number of women entering the sector. Women are 52% more likely than men to request flexible working, making essential for construction firms to offer such options to close the gender gap. The McKinsey Report also highlights that improving gender diversity could add up to £150 billion to the economy by 2030.

Challenges and Practical Solutions

Despite the benefits, the construction industry faces several challenges when implementing flexible working:

• On-site Physical Presence – Most construction tasks require physical attendance of workers onsite, limiting the scope for remote working or flexible hours.
• Health and Safety Protocols – Construction work requires strict safety measures and close supervision which can be difficult when varying work hours.
• Project Deadlines - Construction projects usually run on tight deadlines and flexible working arrangements may disrupt the progress, causing delays and increasing costs.

However, practical solutions exist to address these issues:

• Staggered Shifts – Employers can implement staggered shifts ensure continuous site presence while allowing flexibility in start and finish times.
• Compressed Workweeks –Employees can complete the same hours over fewer days, giving them allowing for longer breaks and better recovery without compromising project deadlines. This ensures health and safety standards are maintained whilst accommodating flexible shifts.
• Remote Work – For administrative and project management roles can be performed remotely, reducing the need for full time physical presence on site.

The Future of Flexibility in Construction

As industry leaders like BAM Construct UK and Civil Engineering Contractors Association (CECA) push for broader adoption of flexible practises, there's a growing recognition that flexibility is not only a way to attract a more diverse workforce but also a tool to combat labour shortages and improve productivity.

By integrating flexible working into the industry, construction can evolve into a more inclusive efficient and forward-thinking sector, whether through legislative support, pilot initiatives like the Timewise Trial or company policy changes, the  construction industry of the future could be one where flexibility is the norm. Flexible working could also be a key driver of diversity, especially in civil engineering where more flexible options could encourage women to pursue careers and thrive in a traditionally male-dominated field.

CECA Midlands have partnered with the HR Rely Team at Weightmans LLP to provide help and support to members with bespoke tailored packages at an exclusive discounted price.

If you would like to discuss how to potentially adapt your working practices or have any other employment related needs please feel free to reach out to Seema Champaneri directly at seema.champaneri@weightmans.com or find out more about HR Rely by clicking the following link to the Weightmans website.