More Employees Given the Right to Request Flexible Working

The legislation giving employees with young and disabled children the right to request flexible working was first introduced in 2003 as a result of the Employment Act 2002.  Under the provisions of The Work and Families Act 2006, this right has now been extended from April 2007 to the carers of adults.

Who can now request flexible working?

Parents

An employee who is a parent or has parental responsibility for a child under six or a disabled child under eighteen

Carers

An employee who is or expects to be caring for a spouse, partner, civil partner or adult relative or other adult who lives at the same address

The person applying for flexible working must be an employee with a contract of employment who has worked for the business continuously for at least twenty six weeks and must not have made a request to work flexibly under this legislation in the previous twelve months.

The benefits of flexible working

Flexible working benefits employers, employees and their families.  Advantages to the business cited by many employers include:

• Increased productivity
• Greater cost efficiencies
• Higher staff retention
• Improved staff morale and job satisfaction

Procedures

Whilst employers do have the right to refuse requests for flexible working, as highlighted by several recent court cases, it is important that set procedures are followed and that the reasons for declining the request are sound.

Employers should have liability insurance in the event of any claims.

Disclaimer

This article offers a general overview of its subject matter.  It does not necessarily address every aspect of its subject or every product available in the market.  It is not intended to be, and should not be, used to replace specific advice relating to individual situations and we do not offer, and this should not be seen as, legal, accounting or tax advice.  If you intend to take any action or make any decision on the basis of the content of this publication you should first seek specific advice from an appropriate professional.  Some of the information in this publication may be compiled from third party sources we consider to be reliable.  However, we do not guarantee and are not responsible for the accuracy of such.  The views expressed are not necessarily those of the Willis Group.

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