A recent survey explores the attitudes of British SME leaders towards the ‘right to switch off’ amid new legislative proposals.
- An overwhelming 85% of SME leaders back the ‘right to switch off’ for employees.
- The Employment Rights Bill, which is under discussion, is viewed positively by 80% of these leaders for enhancing employee rights.
- The survey highlights a potential divergence in opinion between SME and larger enterprise leaders regarding employee contact.
- SME leaders anticipate increased workloads and costs due to the new legislation, despite expected benefits.
In a comprehensive survey conducted by Breathe HR, it was found that a significant majority of British SME leaders are in favor of granting employees the ‘right to switch off’ from work communications outside of regular working hours. Specifically, 41% of these leaders ‘strongly agree’ with this proposition, while an additional 44% ‘agree’, reflecting a clear mandate for change. This comes as part of broader discussions surrounding the Employment Rights Bill, which aims to establish day-one rights to request flexible working conditions, including four-day workweeks and easier access to parental leave. Notably, only a minority, constituting 5%, oppose this right, signifying a strong consensus among SME leaders, who account for a substantial portion of the UK’s business landscape.
Interestingly, the Breathe HR survey contrasts with findings from the Institute of Directors (IOD), which reported that 58% of directors at larger companies are against restricting communication with employees outside of work hours. This stark difference highlights a potential divide in perspectives between SMEs and their larger counterparts regarding employee autonomy and work-life balance. SME leaders appear to believe that the Employment Rights Bill’s proposals could enhance organizational productivity, employee retention, and overall well-being, with 68%, 69%, and 72% of respondents supporting these outcomes, respectively.
Despite the optimism surrounding the benefits of the Employment Rights Bill, concerns persist about the practical implications of its implementation. According to the survey, 63% of SME leaders expressed apprehension over the disproportionate impact these changes might have on smaller businesses in terms of both time and cost. Furthermore, 61% of respondents foresee the legislative changes significantly adding to the workload of HR departments. These concerns echo broader anxieties about the capacity of SMEs to handle regulatory pressures without considerable strain.
Gareth Burrows, Founder of Breathe HR, emphasized the unique role of SMEs in the UK economy, stating, “SMEs are the lifeblood of Britain’s business ecosystem. Yet the voices of SME leaders are often unrepresented and drowned out by those of bosses at bigger businesses.” He acknowledged the challenges ahead, suggesting that while the benefits for employees and businesses are apparent, the burden of implementing such changes should not rest heavily on SMEs. Burrows advocates for providing the necessary tools and support to SME leaders tasked with navigating these new employment regulations.
While supportive of the ‘right to switch off’, SME leaders highlight the need for balanced regulatory impact on smaller enterprises.
