Flexible working arrangements can be beneficial to both employees and employers alike.
For employees, being able to vary standard working arrangements can enable them to better juggle work with family, care and other commitments. However, the benefits for employers can also be substantial, and include improved retention rates, ability to attract staff from a broader talent pool, and increased productivity.
Employees may request to work flexibly in various ways including asking to:
- work from home (for some or all of their working hours)
- vary start and finish times
- work part time
- work as part of a job share (where two employees split the hours of one job)
- work during school term time only.
What do we do?
Our expert employment lawyers can support you with putting flexible working policies in place, responding appropriately to requests for flexible working arrangements from employees, and ensure that all legal and regulatory requirements are met. Our team are able to review and update your existing policies to make sure they comply with the very latest legislative updates in this area.
Employers are required by law to seriously consider any application for flexible working arrangements made by a member of staff. Failure to implement the law correctly regarding flexible working has the potential to expose your business to discrimination claims and the reputational and financial damage associated with such claims. If refusing a flexible working request, you must cite and evidence a genuine business reason for doing so. We have the experience and expertise to advise on if a request may suit your organisation, and how to avoid a legal claim if you have to refuse one.
Our employment law experts partner with you, spending time getting to know your business to make sure that flexible working works for you and works for your employees.
Who do we help?
We work with organisations of all sizes, typically working closely with HR, people teams or senior executives and business owners.