Editor's message: Many employees have the legal right to request flexible working - a statutory request can be made after 26 weeks’ continuous service.
A statutory flexible working request is a request that satisfies the requirements of s.80F of the Employment Rights Act 1996. The employee's request could be for shorter working hours, a shorter working week, flexitime, a system of staggered or annualised hours, job sharing, part-time work, self-rostering or permission to work from home.
If an employee makes a statutory request to work flexibly, you are not obliged to agree to it, but you are required to give it serious consideration and handle the request in a reasonable manner. There are certain permissible grounds for refusing a request, such as the burden of additional costs or an inability to reorganise work among existing staff or recruit additional staff. If you are unable to agree outright to an employee's request, you may be able to agree a compromise.
Fiona Cuming, employment law editor
This month on 19 May it is "National work from home day". So what should employers be aware of if they want to facilitate homeworking?
Chris Cook is a partner and Keely Rushmore is a senior associate at SA Law. They round up the latest rulings.
More than a quarter of women polled in a recent survey by Workingmums had their flexible working request turned down, and nearly one in five has had to leave her job because her request was refused. Bar Huberman outlines nine common flexible working request pitfalls for employers.
We look at flexible working requests, focusing on the issues that may arise when women returning from maternity leave request a change to their working hours.
With flexible working requests set to increase, including from men, how should employers respond? Jane Wheeler, partner at Hine Legal, looks at employers' legal responsibilities and offers good-practice tips.
This employment tribunal held that an employer properly handled a new mother's rejected flexible working request to work from home primarily in the evenings.
This employment tribunal held that it was not indirect sex discrimination for a small investment banking firm to require a single-parent mother to work full time as an executive secretary.
We discuss dealing with flexible working requests, including the wider benefits of flexible working for employee wellbeing and addressing gender pay imbalances in the workplace.
Additional information on the law on the right to request flexible working for NHS employers. To be read in conjunction with the general information on the law on the right to request flexible working.
HR and legal information and guidance relating to the right to request flexible working.