Flexible Working Time – How to deal with it?
Flexible working is a way of working that suits an employee’s needs, e.g. having flexible start and finish times, or working from home.
Under the Law, employees have the legal right to request flexible working - not just parents and carers. This is known as “making a statutory application”.
Employees who have gained 26 weeks or greater service have the option to request flexible working. By flexible working, it is meant a right to make such a request, not necessarily to be granted the request.
The old law meant that this option was only available to specified individuals who;
Since June 2015, employees have gained a statutory right to submit a request regardless of the above.
Each such request should be looked at on its own merits. Such application can only be made once in a 12-month period.
A request from an employee under the Employment Rights Act 1996 and regulations made under it must be in writing and must include the following information:
Once such a written request is received, it must be considered.
An employer should arrange to talk with the employee as soon as possible after receiving the request. If it is intended to approve the request – a meeting is not needed.
Employers are only obliged, by law, to deal with requests from employees who have followed the correct statutory process. If it has not been followed, an employer is not obliged to deal with the request.How should the request be dealt with?
An employer is obliged to consider such a request objectively and in a “reasonable manner”.
Examples of handling requests in a reasonable manner include:
Unless an extension is agreed, an employer must notify the employee within 3 months of a request being made. The decision should then be communicated to the Employee by an agreed method. An employer must provide a clear business reason for any rejection.Can an Employer reject such a request?
A rejection can be made if there is:
Employees can complain to an Employment Tribunal if the employer:
An example of “other” is if there is an unjustified refusal of a flexible work request on the grounds of indirect sex discrimination.
A very common example of this, if there is a provision, criteria or practice (PCP), such as full-time working, which applies to all employees as a whole. The PCP would place females at a particular disadvantage compared to males as there is a tendency for females to work part time due to child care. An employer would need to show that the PCP (e.g. full-time working) is justified bearing in mind your specific requests.Change to contract
If an employee approves the request, there is a permanent change to the employee’s terms and condition, and there will be no right to return to the original terms in future, unless agreed otherwise.
If you have any questions on the above, or require any specialist Employment Law advice please contact SR Law.SR Law 32 Bloomsbury Street, London, WC1B 3QJ Email: email@example.com Quote code: “SREVENING” to receiving a 25% discount in the next 30 days for an initial fixed fee meeting on any Employment law matter.
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