Managing human resources in the UK has become increasingly complex. With evolving HMRC regulations, PAYE updates, and the shift towards flexible working arrangements, relying on fragmented point solutions or outdated spreadsheets is no longer viable.
"For the first time, a rigid office attendance mandate has been broken and replaced with a more sensible, flexible approach based on what actually works," General Secretary Fran Heathcote said. "This has been a long campaign and reaching a deal members could accept reflects the determination of PCS members at ONS, the hard work of their reps and the value of trade unionism."
Flexible working is a hot topic that's rapidly making its way into the SME (small-medium-sized enterprise) market, especially after covid and all its repercussions on businesses Due to covid-19, many small to medium businesses have had to disband their in-house team, and those that were left working found themselves at home. This was especially prevalent in industries like social media advertising agencies, customer services relations, online-focused eCommerce brands and B2B businesses.
Flexible working is key to career development, enabling people to stay in tech while balancing personal needs, Sophie Weston said. In her talk at QCon London, she mentioned that flexibility widens the pool of potential talent and enables keeping the best talent. She also championed internal promotions and "squiggly careers," allowing role shifts, including in and out of management, to support long-term growth.
