Employment
Flexible working advice for employees
Flexible working can be essential for employees managing childcare, caring responsibilities, disability, health issues, religious commitments, travel difficulties or work-life balance. Disputes often arise where an employer refuses a request without proper consideration or applies a policy too rigidly.
We advise employees on making flexible working requests, responding to refusals, challenging unfair processes and considering whether the circumstances also give rise to discrimination or constructive dismissal issues.
Flexible working arrangements
We can advise on requests involving:
- Changes to working hours, start and finish times or shift patterns.
- Hybrid working, home working or changes to place of work.
- Compressed hours, part-time work or job-sharing arrangements.
- Flexible arrangements linked to childcare or caring responsibilities.
- Adjustments connected to disability or health conditions.
- Appeals following refusal of a flexible working request.
Where refusals may be challenged
An employer may have genuine business concerns, but the request should still be considered properly and fairly. Problems can arise where the employer does not engage with the request, gives vague reasons, ignores alternatives or applies assumptions about family responsibilities, disability or performance.
We can review the employer’s reasons, help you prepare an appeal and advise whether there are linked claims, including indirect sex discrimination, disability discrimination, failure to make reasonable adjustments or unfair treatment after raising the request.
Practical and strategic support
The best outcome is often a workable arrangement that allows employment to continue. We can help you present your request clearly, address business concerns and propose practical solutions that improve the prospects of agreement.
Where the relationship has broken down or the refusal has caused significant detriment, we can advise on grievances, settlement discussions and tribunal options.