Flexible Working Requests - What Does The Law Require & What Does The Future Hold?
Given the highly flexible way in which many people have been working for the past 12 months, employers are very likely to face a marked increase in flexible working requests as we transition back to some level of office-based working.
The right to flexible working is one that has already evolved over time. Enshrined in the Employment Rights Act 1996, eligible employees can currently make a written request specifying the change or changes that they are seeking to their current working arrangements.
Employers then have three months to notify the employee of their decision and must deal with any such request in a reasonable manner. Requests can only be refused on one of the eight statutory grounds, which include for example detrimental effect on ability to meet customer demand, detrimental impact on performance or planned structural changes.
Requests should be dealt with thoughtfully and carefully.
This virtual classroom seminar will show you how ensure that staff requests are appropriately understood and considered and avoid the risk of future claims.
What You Will Learn
This live and interactive session will cover the following:
- The statutory framework that employees must follow when making flexible working requests, and that employers must abide by when responding
- Where the statutory right began, how it has developed over time and what the future direction of travel may be, particularly in post-COVID-19 context
- The potential risks associated with flexible working requests and the claims employees may bring if they aren’t happy with the process followed or the decision made
- High-risk situations and in particular cases which involve potential indirect discrimination
- The information and knowhow you need to carefully navigate these types of requests
Recording of live sessions: Soon after the Learn Live session has taken place you will be able to go back and access the recording - should you wish to revisit the material discussed.