Flexible Working Policy
Our UK flexible working policy outlines the right of eligible employees, both male and female, to request flexible working arrangements in order to care for young children or children of all ages with disabilities.
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The law gives some employees (those with parental responsibility for a child under six (or 18 if disabled) and carers of certain adults) the right to request flexible working times and places a duty on employers to consider such requests extremely seriously. Those with \"parental responsibility\" include biological parents, legal guardians, adoptive and foster parents and those who hold a residence order for of a child.
The flexible working policy is suitable for use in England, Wales and Scotland and covers the following:
- definition of flexible working
- who can apply
- how to apply
- how employer should respond
- appeals
- grounds for refusal.
Flexible Working Policy
Product Details
| Product | Flexible Working Policy |
| Country | United Kingdom |
| Pages | 10 |
| Dimensions | Designed for Letter Size (8.5" x 11") |
| Printer compatibility | Designed to print on all ink-jet and laser printers |
| Editable | Yes (.doc, .wpd and .rtf) |
| Format |
Microsoft Word |
| Platform |
Windows Compatible Mac Compatible Linux Compatible |
| Availability | In Stock. Instant Download |
| Usage | Unlimited number of prints |
| Category | Employment Policies and Procedures |
| Product number | #32261 |
| Download time | Less than 1 minute (approx.) |
| Document Access |
Via secret online address Email with download links Email with attachment upon request |
| Refund Policy | 60 days, no-questions asked, 100% money back guarantee |
Frequently Asked Questions
The flexible working policy outlines the rights of eligible employees to request adjustments to their working hours or locations to accommodate family responsibilities, particularly for those caring for young children or individuals with disabilities.
Employees with parental responsibility for a child under six years old or a disabled child under 18, as well as certain adult carers, are eligible to apply for flexible working arrangements.
Employees must submit a formal request in writing to their employer, detailing the desired changes to their working hours or location and the reasons for the request.
Employers are required to consider requests seriously and respond in a timely manner, taking into account the needs of the employee and the operational requirements of the business.
Employers can refuse a request on specific grounds, including the burden of additional costs, detrimental impact on quality or performance, inability to reorganize work among existing staff, or insufficient work during the proposed times.
Is This Form Right For You?
Use This Form If:
- Individuals who are parents of young children or children with disabilities may need to request flexible working hours to better manage their caregiving responsibilities. This policy provides a structured way for them to formally submit their requests to their employer.
- Situations requiring adjustments to standard working hours often arise when employees are balancing work with family obligations. The flexible working policy allows these employees to propose arrangements that suit their personal circumstances while ensuring their employer considers their needs seriously.
- To comply with legal obligations, employers must have a clear and fair process for handling requests for flexible working. This policy outlines the necessary steps and criteria, ensuring that both employees and employers understand their rights and responsibilities.
- For those who are legal guardians or foster parents, the flexible working policy serves as a crucial tool to facilitate their ability to care for children. It empowers them to seek adjustments that can help them fulfill their caregiving roles without sacrificing their professional commitments.
- Employers looking to enhance their workplace culture and support employees with family responsibilities can implement this flexible working policy. By doing so, they not only comply with legal requirements but also promote a positive work environment that values employee well-being.
Do Not Use If:
- – This form is not appropriate for employees who do not have parental responsibility or caregiving duties, as the policy specifically caters to those with such responsibilities. Individuals without these obligations should seek other forms of leave or adjustments.
- – If an employee is seeking flexible working arrangements for reasons unrelated to caregiving, such as personal preference without justification, this policy may not apply. They should consult their employer for alternative options.
- – In cases where an employee has already exhausted their right to request flexible working within the last 12 months, this form should not be used again until the appropriate time has elapsed.
- – The flexible working policy is not suitable for temporary adjustments or one-off requests that do not require a formal application process. Employees should discuss such matters directly with their supervisor instead.
- – For employees working under a fixed-term contract that does not allow for flexible working arrangements, this policy may not be applicable. They should review their contract terms before proceeding.
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