A recent survey highlights significant support among UK SME leaders for the ‘right to switch off’ legislation as part of the Employment Rights Bill.
- The research, conducted by Breathe HR, indicates that 85% of SME bosses are in favour of the legislation to allow employees to disconnect outside working hours.
- Support contrasts the sentiment in larger corporations, with 58% of directors opposing such measures in a separate survey.
- Despite support, 63% of SME leaders express concerns about the potential increase in workload and costs associated with implementing the reforms.
- The Employment Rights Bill is anticipated to bring substantial benefits in productivity, retention, and well-being for staff and organisations.
A recent study conducted by Breathe HR reveals that a significant majority, 85% of British SME leaders with HR responsibilities, support proposals for a ‘right to switch off’, granting employees the ability to disconnect from work-related communications outside standard working hours. This level of support is indicative of a broader acceptance of new workers’ rights amongst smaller enterprises in the UK.
The forthcoming Employment Rights Bill is perceived positively by smaller businesses, with 80% of SME leaders viewing it as a progressive development for employees. This bill, anticipated to be introduced in Parliament shortly, is expected to include provisions for flexible working requests, a potential four-day working week, and enhanced parental leave.
Divergence in opinion is evident when comparing SMEs to larger businesses. An IoD-conducted survey disclosed that 58% of directors from bigger firms are opposed to limiting contact with staff outside of conventional hours, demonstrating a stark contrast to the enthusiasm displayed by smaller businesses.
Despite the favourable outlook, many SME leaders recognise the challenges ahead. A significant 63% believe that the new regulations will disproportionately increase the workload and implementation costs for SMEs. This concern resonates amidst broader discussions about the financial strain such changes might place on smaller enterprises.
Gareth Burrows, Founder of Breathe HR, acknowledges the dual nature of this transition. He underscores the crucial need for supporting SME leaders as they navigate these changes and advocates for providing them with the necessary tools and resources to manage new policies effectively. The emphasis, according to Burrows, should be on ensuring that leaders themselves experience the work-life balance they are endeavouring to establish for their employees.
Furthermore, 68% of those surveyed anticipate the Employment Rights Bill will enhance organisational productivity, while 69% foresee improvements in staff retention. Well-being is also expected to benefit, with 72% of leaders optimistic about the positive impact on employee morale, indicating a prospective win-win outcome for both employers and staff.
The overwhelming support among SME leaders for the ‘right to switch off’ highlights a commitment to advancing employee welfare, despite potential challenges in implementation.
