On 30 June 2014, the changes to flexible working came into force.This means that all workers now have the right to request flexible working.
Flexible working can be both beneficial for workers and employers, however being aware of the legal requirements and procedures is also important for both parties.
• In order to qualify for the tight, must have 26 weeks’ service with the business
• In any 12 month period only one request for change to working time, working hours or any other aspect of flexible working may be made.
• Employers must deal with any application for flexible working in a ‘reasonable manner’
• Flexible working requests may be rejected, however employers doing so must provide a genuine business reason for the rejection.
• On receiving a request, employers should set up a meeting to discuss the request. they should set up a meeting. Employees can accompanied by a colleague if they wish.
• Discrimination must not form any part of the decision.
• The employee must be told of the decision in writing as soon as possible.
• If the request is rejected, the employee has the right to appeal the decision.
• It is a legal requirement that employers notify the employee of the outcome of any decision, including an appeal within a three-months. If the employer does not do this within the time period, the employee may complain to an employment tribunal.
If you, or your business have been affected by flexible working working or any other employment matter, get in touch with us today.
Contact Us
For legal advice on employment issues, or any other legal problems you may have, please complete our online enquiry form or call us on 0141 221 1919.
