Flexible Working and Employment Law

By Nicola Snaith
A Flexible Working Policy is considered to be an important policy in any organisation. A Policy such as this aims to provide a positive working environment that allows employees to combine both their work life and their family life.

It is important that a Flexible Working Policy sets out the procedure for employees wishing to apply for flexible working, and the circumstances that will be taken into consideration when making a decision. It is very important that all employees are aware of an organisations Flexible Working Policy.

It should be accessible at all times and Managers should be aware of the procedures surrounding the Policy to ensure applications are dealt with fairly and consistently.

When creating a Policy such as this, it is important to include the following items:

Arrangements

This should detail the possible changes to contract and should set out the details allowing employees to care for a child under the age of 6, or 18 is the child is disabled. This could directly relate to working hours, start and finish time, or location of work.

The type of request made will directly relate to the need and request made by the employee. It is also important that employees are aware that they are only able to apply for Flexible Working once in a 12 month period.

Employee Eligibility

Employees also need to be aware if they are eligible to take advantage of the Policy. For example, with regards to Employment Law, an employee must have a minimum of 26 weeks continuous service to make an application. Furthermore, the employee must be a mother, father, adopter, guardian or foster parent and have a direct responsibility for raising a child.

How to Apply

It is very important that this type of Policy outlines the process for applying for Flexible Working. An application should be made in writing, should detail the circumstances relating to the request and the effect it may have on working arrangements.