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.
From 30th June 2014 UK employeesall
have the right to request
Flexible Working
pic
credit
www.commuter
services.org

3.
From 30th June 2014 UK employeesall
have the right to request
Flexible Working
pic
credit
www.commuter
services.org

4.
Where before only parents and
registered carers had this right
Now the
same rules apply
Image
Credit:
Thinkstock

5.
to all UK Employees

6.
to all UK Employees
who have completed
26 weeks working for their employer

7.
it allows them
1 flexible working request

8.
per year
REQUEST
1 every 12 months
1 flexible working request
it allows them

9.
to consider all requests for
Flexible Working
Employers are now legally obliged
??

10.
But they
don’t

11.
But they
have to
grant it
don’t

12.
Employers have
3 months

13.
Employers have
From
the
request
date
3 months
Decision
period

14.
Employers have
to consider the request
From
the
request
date
3 months
Decision
period

15.
15
Employers can now only
refuse requests
MISSION

16.
16
refuse requests
Employers can now only
for one of
MISSION

17.
17
refuse requests
Employers can now only
statutory reasons
for one of
MISSION

18.
these are...

19.
19
statutory reasons
for refusing
requests
MISSION
1
Burden
of
addiConal
costs

20.
20
statutory reasons
for refusing
requests
MISSION
1
Burden
of
addiConal
costs
2
Detrimental
effect
on
ability
to
meet
customer
demand

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
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
statutory reasons
for refusing
requests
MISSION
5
Detrimental
impact
on
quality

24.
24
statutory reasons
for refusing
requests
MISSION
5
Detrimental
impact
on
quality
6
Detrimental
impact
on
performance

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
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
in summary
statutory reasons
for refusing
requests
MISSION

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.
next steps:
Here’s an at-a-glance
summary of the new
procedure for handling
Flexible Working requests,

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
A few important things to note:
Employers can no longer give
precedence to requests from
parents and carers

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
Only turn down a request using
one of the statutory reasons
and find a way to explain
the decision

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
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
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
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
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.
next steps:

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.
Handbook
A flexible working toolkit

42.
Handbook
FLEXIBLE
WORKING
POLICY
A flexible working toolkit

43.
A flexible working toolkit
Handbook
FLEXIBLE
WORKING
POLICY

44.
A flexible working toolkit
Handbook
FLEXIBLE
WORKING
POLICY

45.
A flexible working toolkit
Handbook
FLEXIBLE
WORKING
POLICY
for
£299
+
vat

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
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