Your employer should take the decision on whether or not your request can be granted on business grounds rather than your personal circumstances. It may mean, for example, that you are available to provide extra cover at peak hours which would improve customer service.
Think about what effect any changes will have on your job as you should aim to show that your plans would not harm the business and may in fact enhance it. It is always helpful to provide your employer with as much information as possible, including what the benefits to the business might be for you to work flexibly. If you unreasonably refuse to provide your employer with the information needed to assess whether the change should be agreed to, your employer will be entitled to treat the application as withdrawn and you will not be able to make another application under the statutory procedure for another 12 months. Your employer is not obliged to consider the application until it is complete and resubmitted by you. If you fail to provide all the required information as set out above your employer should let you know what you have omitted and you will need to re-submit a completed application.
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If you do not have the right to request flexible working then the statutory process might still be helpful to you as a guide to how to best raise this matter with your employer and you should consider speaking to your employer as early as possible. If you request a flexible working pattern that will result in you working fewer hours, your pay will reduce too. You should also be aware that if your employer agrees to your request, then it may result in a permanent change to your contract of employment. So if you are thinking about changing your work pattern, you should speak to your employer as early as possible. You should bear in mind that under the statutory procedure the process of making a request and your employer considering it can take up to 14 weeks. If you have the statutory right to apply, then there is a process you must follow.
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Employers can reasonably decline your application where there is a legitimate business ground.Įmployees who do not have the legal right to request flexible working are of course free to ask their employer if they can work flexibly, many employers are willing to consider such requests. You have the right to ask for flexible working - not the right to have it. Under the law your employer must seriously consider any application you make, and only reject it if there are good business reasons for doing so. have not made another application to work flexibly under the right during the past 12 months.have worked for your employer for 26 weeks continuously before applying.be an employee but not an agency worker other than those returning from a period of parental leave or in the armed forces.Asking for flexible workingĪnyone can ask their employer for flexible working arrangements, but the law provides some employees with the statutory right to request a flexible working pattern. Remember, this list is not exhaustive and there may be other forms of flexible working that are better suited to you and your employer. job sharing which means sharing a job designed for one person with someone else.staggered hours which means different starting and finishing times for employees in the same workplace.compressed hours which means working your agreed hours over fewer days.annualised hours which means your hours are worked out over a year often in set shifts with you deciding when to work the other hours.flexi-time which means choosing when to work.this can mean working fewer days per week.part-time work which means working less than the normal hours.'Flexible working' is a phrase that describes any working pattern adapted to suit your needs. Most employers now recognise that it makes good business sense to provide flexible working opportunities for their staff. Flexible working opportunities can benefit everyone: employers, employees and their families.
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