Your
right to request flexible working
The
Edith Ellen Foundation has aimed to reduce The Flexible Working policy
down to enable all to understand and work within its limitations.
Flexible Working can allow you to
manage both your work and caring responsibilities.
The following is a brief description
on employee rights to flexible working, time off in emergencies and parental
leave. The right to request flexible
working has now been extended from some carers and parents to cover all
employees with 26 weeks’ service or more.
The request can cover changing hours, times or places of work.
Some employers provide better rights
to flexible working that the basic rights outlined in this guidance so it’s a
good idea to check your contract of employment as it may provide you with
better entitlement.
How
do I make a request?
The law gives you the right to make
one application a year for flexible working so it is important that you put
forward the best case you can.
However, your employer may be
sympathetic if you find your circumstances have changed and you need to make a
further application.
The
request to work flexibly must be made in writing, dated and include:
** An outline of the working pattern
you would like
** An explanation of the effect, of
any, you think the proposed change might have on your job and, how you think
this could be dealt with. You should
think about how the proposed change could meet the needs of your employer.
** The date on which you would like
the proposed change to start
** A statement that it is a flexible
working request
** Whether you have made any previous
requests, and if so the date of that request.
You are not required to give reasons
why you are making the request, but it may help your application if you give as
much information as possible.
Nor do you have to provide proof of
your circumstances, i.e. that you are a carer, but again the more details you
can give the better your chances of success may be.
Examples of flexible working
** Flexi-time
Employees may be required to work
within set times but outside of these 'core hours' have some flexibility in how
they work their hours.
** Home working or teleworking
Teleworking is where employees spend
part or all of their working week away from the workplace. Homeworking is just
one of the types of teleworking.
** Job sharing
Usually two employees share the work
normally done by one person.
** Part-time working
Employees might work shorter days or
fewer days in a week.
** Term-time working
Employees don’t work during school
holidays and either take paid or unpaid leave or their salary is calculated
pro-rata over the whole year.
** Shift-swapping or self-rostering
Employees agree shifts among themselves
and negotiate with colleagues when they need time off with the process being
overseen by managers.
** Staggered hours
Employees have various starting and
finishing times meaning that goods and services are available outside
traditional working hours.
** Compressed hours
Employees work their total hours over
fewer working days e.g. a ten-day fortnight is compressed into a nine-day
fortnight.
** Annualised hours
Employees’ hours are calculated over a
whole year and then split into ‘fixed shifts’ and ‘reserve shifts’ which can be
agreed on a more flexible basis.
Can my employer
refuse my request?
Your employer has a duty to deal with your request as
soon as possible, within a reasonable time, in a reasonable manner, and must
give careful consideration to your request. Your employer can only refuse your
request if they have good business reasons for it and this should be explained
in writing, including relevant and accurate facts.
The business reasons for refusing a request are:
** burden of additional costs
** inability to reorganise work amongst existing staff;
** inability to recruit additional staff
** detrimental impact on quality or performance
** detrimental effect on ability to meet customer demand
** insufficiency of work during the periods the employee proposes
to work
** planned structural changes
Your employer must consider and make a decision on your
request within three months of receiving it from you, unless you agree to an
extension.
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