An interesting legacy of the Olympic Games may involve London working practices. Many employers, during the period of the Games, embraced flexible working practices to allow employees to watch the Games and to avoid problems travelling to and from work. London law firms were amongst these. Such practices proved to be so successful that the Law Society are now encouraging law firms to adopt flexible working practices beyond the Games and have produced a protocol to assist firms. This includes practical advice, checklists and case studies demonstrating the business benefits and may be of interest to any employers (not just law firms) thinking of adopting such practices. This may not have been a legacy originally envisaged by Team Coe/Beckham etc but will be of significant impact nonetheless.
One Response to Flexible working
Leave a Reply Cancel reply
Recent Posts
- Back to work schemes
- Increase in redundancy payments from today
- Consultation – ending the employment relationship
- Disclosure of criminal convictions
- Redundancy payments
- Unfair dismissal awards
- Disability discrimination
- 2013 changes
- European Union?
- Nadia Eweida, Shirley Chapline, Gary McFarlane and Lillian Ladele
- Could not connect to Twitter
- Back to work schemes February 13, 2013
- Increase in redundancy payments from today February 4, 2013
- Consultation – ending the employment relationship February 4, 2013
Categories
- Business Immigration (19)
- ▶Categories (1860)
- About us (6)
- ACAS Code of Practice 1 (4)
- Age Discrimination (83)
- Big Wigs Challenge (6)
- Bonuses (6)
- Breach of Contract (25)
- Compromise Agreements (20)
- Confidentiality (5)
- Contracts of Employment (9)
- Data Protection (7)
- Disability Discrimination (45)
- Employment Tribunal Procedure (158)
- Family Friendly (39)
- Funnies (7)
- Government Publications (68)
- Health and Safety (21)
- Holidays (28)
- Income Tax (10)
- Information and Consultation (3)
- Maternity (30)
- Miscellaneous (388)
- National Minimum Wage (38)
- Paternity and Adoption Leave (9)
- Pensions (8)
- PJH Law News (59)
- PJH Law Prizewinners (5)
- Podcasts (1)
- Redundancy (72)
- Redundancy Payment (38)
- Religion or Belief Discrimination (53)
- Right to Work in the UK (8)
- Sex/Race Discrimination (180)
- Sick Pay (18)
- Statutory Procedures (40)
- Tax (15)
- Trade Unions (7)
- Training (14)
- TUPE (29)
- Unfair Dismissal (195)
- Videocasts (3)
- Whistleblowing (16)
- Who is an Employee? (27)
- Working Time Regs (18)
- Wrongful Dismissal (2)
- Contracts of Employment (6)
- Disability Discrimination (19)
- disciplinary and grievance procedures (8)
- e-learning (3)
- Equal Pay (21)
- equality (12)
- Equality Bill (3)
- ▶Glossary (269)
- Latest Results (1)
- ▶News (110)
- ▶News Elearning (3)
- bespoke (1)
- off the peg (1)
- News Employer (1)
- ▶Products (20)
- ▶E-learning (6)
- Made to Measure (2)
- Off the Peg (2)
- ▶Wizard (7)
- ▶E-learning (6)
- ▶Services (110)
- ▶Employee (32)
- Advice (10)
- Compromise Agreements (5)
- Other Services (3)
- Representation (6)
- ▶Employer (56)
- ▶Employment Law (32)
- Advice (6)
- ELS Package (4)
- Representation (5)
- Training (7)
- Training (3)
- Health Safety & Environment (1)
- Human Resources (6)
- Training & Development (2)
- ▶Employment Law (32)
- ▶Employee (32)
- ▶News Elearning (3)
- Restrictive Covenants (2)
- Settlement agreement (3)
- Sexual Orientation Discrimination (8)
- Unauthorised Deductions from Wages (4)
- Uncategorized (611)
Archives
The other interesting legacy is that the pressure on the transport system has probably shown what is its the maximum capacity. Long term there will need to be billions spent making an underground that is capable of coping with future growth. Obviously home working helps with this.