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New flexible working laws made easy - a guide for Employers, HR Directors

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To busy to engage with flexible working? Wondering how new flexible working laws will affect your company? Here we explain new flexible working laws, how to respond to flexible working requests, how to make sure you are complying with the new flexible working rules and how be ready for multiple flexible working requests. Pull up a chair..

Published in: Law, Business, Technology
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New flexible working laws made easy - a guide for Employers, HR Directors

  1. 1. Explaining  new  laws  and   procedures  for  responding  to   Flexible  Working  Requests New  Flexible  Working  laws pic  credit  www.commuter  services.org Negotiating success for business
  2. 2. From 30th June 2014 UK employeesall have the right to request Flexible Working pic  credit  www.commuter  services.org
  3. 3. From 30th June 2014 UK employeesall have the right to request Flexible Working pic  credit  www.commuter  services.org
  4. 4. Where before only parents and registered carers had this right Now the same rules apply Image  Credit:  Thinkstock
  5. 5. to all UK Employees
  6. 6. to all UK Employees who have completed 26 weeks working for their employer
  7. 7. it allows them 1 flexible working request
  8. 8. per year REQUEST 1 every 12 months 1 flexible working request it allows them
  9. 9. to consider all requests for Flexible Working Employers are now legally obliged ??
  10. 10. But they don’t
  11. 11. But they have to grant it don’t
  12. 12. Employers have 3 months
  13. 13. Employers have From  the  request  date 3 months Decision  period
  14. 14. Employers have to consider the request From  the  request  date 3 months Decision  period
  15. 15. 15 Employers can now only refuse requests MISSION
  16. 16. 16 refuse requests Employers can now only for one of MISSION
  17. 17. 17 refuse requests Employers can now only statutory reasons for one of MISSION
  18. 18. these are...
  19. 19. 19 statutory reasons for refusing requests MISSION 1    Burden  of  addiConal  costs
  20. 20. 20 statutory reasons for refusing requests MISSION 1    Burden  of  addiConal  costs 2    Detrimental  effect  on  ability  to  meet          customer  demand
  21. 21. 21 statutory reasons for refusing requests MISSION 2    Detrimental  effect  on  ability  to  meet          customer  demand 1    Burden  of  addiConal  costs 3    Inability  to  reorganise  work  amongst          exisCng  staff
  22. 22. 22 statutory reasons for refusing requests4    Inability  to  recruit  addiConal  staff 3    Inability  to  reorganise  work  amongst          exisCng  staff 2    Detrimental  effect  on  ability  to  meet          customer  demand 1    Burden  of  addiConal  costs MISSION
  23. 23. 23 statutory reasons for refusing requests MISSION 5    Detrimental  impact  on  quality
  24. 24. 24 statutory reasons for refusing requests MISSION 5    Detrimental  impact  on  quality 6    Detrimental  impact  on  performance
  25. 25. 25 statutory reasons for refusing requests MISSION 7    Insufficient  work  during  periods        employee  proposes  to  work 5    Detrimental  impact  on  quality 6    Detrimental  impact  on  performance
  26. 26. 26 statutory reasons for refusing requests MISSION 7    Insufficient  work  during  periods        employee  proposes  to  work 5    Detrimental  impact  on  quality 6    Detrimental  impact  on  performance 8    Planned  structural  changes  in  the            business
  27. 27. 27 in summary statutory reasons for refusing requests MISSION
  28. 28. 28 statutory reasons for refusing requests 5    Detrimental  impact  on  quality 6    Detrimental  impact  on  performance 7    Insufficient  work  during  periods        employee  proposes  to  work 8    Planned  structural  changes  in  the            business 4    Inability  to  recruit  addiConal  staff 3    Inability  to  reorganise  work  amongst          exisCng  staff 2    Detrimental  effect  on  ability  to  meet          customer  demand 1    Burden  of  addiConal  costs Employer  grounds  for  refusing                          Flexible  Working  requests MISSION
  29. 29. next steps: Here’s an at-a-glance summary of the new procedure for handling Flexible Working requests,
  30. 30. next steps: To see a bigger version, click on the image on url www.thelegalpartners.com/flexible-working-requests-at-a-glance-flow-chart-of-the-new-procedures
  31. 31. 31 A few important things to note: Employers can no longer give precedence to requests from parents and carers
  32. 32. 32 A few important things to note: Employers can no longer give precedence to requests from parents and carers They have a duty to consider every request equally
  33. 33. 33 Only turn down a request using one of the statutory reasons and find a way to explain the decision
  34. 34. 34 Only turn down a request using one of the statutory reasons and find a way to explain the decision that doesn’t leave the organisation open to a discrimination claim
  35. 35. 35 by which we mean.. ...not the person’s situation Explain in the refusal letter the clear business reason for refusing the request ... i.e if you refuse an employee request to return to work part time following maternity leave, for the reason “the employee will be too remote from the business” or “because the team has to be full time..” The reason is more about the person’s situation
  36. 36. 36 by which we mean.. ...not the person’s situation Explain in the refusal letter the clear business reason for refusing the request ... i.e if you refuse an employee request to return to work part time following maternity leave, for the reason “the employee will be too remote from the business” or “because the team has to be full time..” The reason is more about the person’s situation and leaves your organisation vulnerable to a discrimination claim.
  37. 37. 37 Use trial periods Agree a flexible working request for a specific time period to test and measure how it works in practice before before committing to it.
  38. 38. 38 Ask the employee to identify how their new way of working will affect their team / the business, Ask them to offer solutions to the problems they identify Collaborate to find a way
  39. 39. next steps:
  40. 40. next steps: Consider what type of flexible working will & won’t work for your business, then Be covered, compliant, protected and well prepared for multiple requests with
  41. 41. Handbook A flexible working toolkit
  42. 42. Handbook FLEXIBLE  WORKING  POLICY A flexible working toolkit
  43. 43. A flexible working toolkit Handbook FLEXIBLE  WORKING  POLICY
  44. 44. A flexible working toolkit Handbook FLEXIBLE  WORKING  POLICY
  45. 45. A flexible working toolkit Handbook FLEXIBLE  WORKING  POLICY for   £299  +  vat
  46. 46. To  find  more  informaCon  and  Cps  for  a   hassle  free  transiCon  to  the  new  flexible  working  laws, visit  www.thelegalpartners.com Thank  you  for  watching To  purchase  your  flexible  working  toolkit,   www.thelegalpartners.com/new-­‐flexible-­‐working-­‐toolkit-­‐employers-­‐ hr-­‐directors call  us  on  0208  255  1914 Negotiating success for business Helpful  presentaCon?    Please  like  it,  share  it,  follow  us

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