Flexible Working
There are many types of flexible working arrangements that have been developed now, and employers need to be open to requests from staff for many of these.
This section of the website considers many of the common types of flexible working that may arise, and how employers should deal with these.
Employment laws (via section 80F, Employment Rights Act (ERA) 1996) provide employees with the right to request flexible working, with various duties placed on employers - via section 80G of the ERA.
While employers do not need to approve all requests for flexible working, they do have to give requests serious consideration. However, with the growth of flexible working, many businesses are now appreciating the benefits this can bring, and go beyond the legal requirements. Employment Law Clinic offers assistance to small businesses that want to explore this.
If employers unreasonably fail to consider or agree to a flexible working request, they may face a complaint to an employment tribunal. Employees can also bring a complaint to an employment tribunal if the employer causes detriment or dismisses an employee where they make or propose to make a request for flexible working or exercise a right to request flexible working. To ensure your business doesn't need to employ our services for employment tribunals, instead consider the guidance below, or contact Employment Law Clinic for more support:
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- Parental Leave
Many employees of young children are entitled to at least 13 weeks off. Employers, find more details, and how to manage the leave in this guide from Employment Law Clinic.
- Annual Leave & Bank Holidays
Many employers still struggle to properly calculate or manage leave allowances for staff. Do your policies need a review?
- Time Off for Dependants
Employers need to be reasonable when faced with requests from their staff for time off for dependants. Employment Law Clinic can help employers understand the right, and what their responsibilities are.
- Types of Flexible Working
Flexible Working can come in many forms, often involving schemes employers may not know of or fully understand. Brief details of some common options are explained.