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Flexible Working Requests
Flexible working can be a profitable recruitment and retention tool for employers, providing that they have the infrastructure and types of work that lend themselves to making the necessary adjustments.
But even if they are not right for your business, you still need to have a strategy in place for dealing with flexible working requests, since the law has opened up the opportunity for all employees to request more flexible working time.
Of course, employers are not obliged to agree to these requests, and can reject the request on one or more of the 8 grounds stipulated by law but employers are required to comply with a formal process for considering these requests. The law is designed so employers make a real effort to consider how flexible working requests could be accommodated, for example by job share arrangements or homeworking. If an employee’s request is refused without suitable reasons, they may have grounds for bringing a discrimination claim, or other employment-related claims.
We have the expertise to guide you through the process, ensuring your policies permit you flexibility in deciding these requests and to enable you to have a trial period if that assists. Our objective is to ensure you can decide whether to accept or reject the employee’s request with the confidence that it is the right solution.