Yahoo Finance Why flexible working is key to mental health
If you’ve ever felt disrespected by your employer, you’ll know that your work can have a direct impact on your mental health. And in particular, how your boss feels about flexible working can either be beneficial or deleterious to your psychological wellbeing.
A new study led by a Boston University School of Public Health researcher, published in the journal JAMA Network Open, has found that employed adults with greater job flexibility and higher job security were less likely to experience serious psychological distress or anxiety. Having more flexibility and higher job security were also linked to lower presenteeism – working while feeling unwell – a growing problem in workplaces.
For the study, lead author Dr Monica Wang, an associate professor of community health sciences at BUSPH, analysed data from more than 18,000 US adults. The findings showed that employed adults with greater job flexibility and higher job security were 25% and 26% less likely, respectively, to experience serious psychological distress.
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“It is important to recognize that the COVID-19 pandemic exacerbated existing mental health disparities and threatened job security, both of which especially impacted individuals in lower-wage positions, frontline workers, and marginalised communities,” says Wang.
“Given this context, understanding how job and work design influence mental health becomes increasingly imperative as workplaces continue to explore ways to adapt to changing work norms.”
But why is flexibility so key to our wellbeing? According to psychotherapist Georgina Sturmer, a Counselling Directory member, one of the key reasons is because it signals that our employer values us.
“When our workplace offers us job flexibility, it sends us a message that we are appreciated,” she explains. “It tells us that we are more than just a headcount number, and that our employer is willing to offer flexible accommodations to make it easier and more practical to do our work.”
It also reduces stress and anxiety on a practical level too. For people with caring responsibilities, work is almost impossible without a good degree of flexibility. It also allows us to spend less time commuting – and more time on the things we want or need to do at home, from exercise to hobbies and chores.
“This can help to reduce the stress and anxiety that comes when we have too much on our plate, or when we are struggling to find time for ourselves. If left unchecked, this stress and anxiety could lead us into overwhelm or burnout,” says Sturmer.
“Job flexibility can mean that we have more time to look after ourselves. It might allow us more opportunities to get outside or to exercise, or to spend less time on the train or in the car.”
There is also a link between psychological wellbeing and autonomy. If we are given the space to manage our own time and workload, it sends us a message that our employer trusts in our work and decisions.
“This boosts our confidence and self-esteem,” says Sturmer. “It makes us more resilient and able to cope with life’s challenges. Having the autonomy to balance our workload enables us to make space for the other elements of our life that require our time and energy.”
According to new research by the British Chambers of Commerce, 76% of businesses surveyed say they offer flexible working to their employees. However, only a quarter of firms offer flexible working as standard in all contracts. What employers class as adequate flexibility can vary widely – and some businesses have been criticised for offering ‘fake flexibility’ to boost their reputation and entice job applicants.
One of the key reasons employers don’t offer adequate flexibility – just as compressed hours, flexible hours, working from home or job shares – is because of a lack of trust.
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“When employers offer flexibility, it often reduces their ability to track or micromanage their staff,” says Sturmer. “This might be if staff are working remotely or working on a different schedule. But if an employer has a solid foundation of trust in their staff, then this isn’t likely to cause an issue.”
Nonetheless, multiple studies have shown flexibility to have benefits for employers as well as employees. Happier workers who feel trusted and respected are more productive and less likely to quit, reducing turnover and the costs associated with hiring and training new staff.
Importantly, though, there’s no one-size-fits-all to flexibility. Therefore, it’s crucial for employers to speak to their staff to find out what they need and come to an agreement that works for everyone. “Workplaces can experiment with different flexibility initiatives to see what works best for the organisation and for the employees,” Wang says.
Watch: Flexible working linked to lower stress
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