When it comes to flexible working in the workplace, knowing the appropriate rights and requirements is key. Employees have the right to request flexible working arrangements. Subsequently, understanding how best to respond to these ensures a smooth and seamless working environment.
With a rise in requests in recent years, being able to deal with flexible working requests in an efficient manner is highly recommended.
What is flexible working?
There isn’t one universal definition when it comes to flexible working. Some examples include working part-time, working from home/remote working and job sharing. Please note this is not a comprehensive list, and other kinds of flexible working may apply.
Rights to making a request
As an employee, you have a right to make a flexible working request twice in a 12-month period. This kind of request can be made from the start of employment (no minimum term applies).
These requests can be either fully or partially accepted or rejected. There are statutory reasons for refusing a request, although as an employer, you must make sure you do everything possible to facilitate it where possible.
A decision must be made within a 2-month period. It is imperative that you follow the proper process at all times.
Benefits of flexible working
There are advantages for both employees and employers when it comes to working this way. Employees may be able to have a better work-life balance, whereas employers could end up with staff that are more motivated, efficient and more likely to remain with the company.
As an employer, flexible working can also aid in keeping employment costs stable. There is scope to incorporate AI here – we looked at the impact of AI in the workplace in a previous blog, you can read this by clicking here.
Don’t hesitate to get in touch with the AvloHR team if you’d like to discuss further anything you’ve read here pertaining to flexible working in the workplace (or in any of our other blogs).
