A lot has changed over the years, both in terms of legislation and technology, which has resulted in our workforce either wanting to, needing to, or simply being able to, work more flexibly.
Flexible working requests
Any employee can make a flexible working request if they have worked continuously for you for at least 26 weeks. There is no definition of what ‘flexible working’ is, but it could entail changing the number of hours an employee works each week, or changing the way they work. Patterns of flexible working could incorporate any of the following:
- Working part-time
- Home working
- Working compressed hours
As the employer, you must deal with flexible working requests within a reasonable period, which could involve you needing to formally meet with the individual.
There are a limited number of reasons why a request can be rejected. If the request is not granted, the individual has the right to appeal that decision.
We can help you understand what you need to do when dealing with a flexible working request, and whether you have any legitimate grounds of refusal.
The rights of both parents (whether the mother, father, adopter, or their partner) have also been expanded over the years. Entitlements to Maternity Leave, Paternity Leave, Parental Leave, and Shared Parental Leave, and how they can dovetail with each other can be confusing. An employee’s rights when they return to work also differ depending on what when and following what period of leave they are returning.
We will help explain what those rights are and what your obligations as an employer are to someone on any period of parental leave.