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Flexible Working

A member of staff has requested to return to work on a part time basis following maternity leave. How should I deal with this and what changes in entitlements would there be?

You should always confirm in writing to your member of staff that their request for part time working hours’ has been approved.  The letter should outline the changes to terms and conditions as a result of request to reduce hours of work and the effective date. 

The changes will be dependant on the number of days requested to work, for example from 5 days to 2 days per week.  Salary will reduce to 2/5th of the full time salary,   holidays entitlement will now be based on a pro rata of the full time entitlement (don’t forget to include public holidays!).  All other terms and conditions would remain the same but it is worthwhile to mention that the operational requirements of the business may at times require the member of staff to be flexible in the attendance at meetings etc as appropriate to their role.  A review meeting should be within 6 months to ensure that the new working arrangements are satisfactory to both the business needs and those of the individual. 

 


We have noticed that with the school summer holidays approaching, staff are starting to make rumblings about requesting Flexible Working. Does this statutory right to request flexible working apply in respect of all children and what working time changes can the employee request?

The Statutory right to request Flexible Working only applies for children between the age of six and sixteen, or under 18 if a disability living allowance is payable for the child or to an employee who is a carer who cares or expects to be caring for a spouse, partner, civil partner or relative who lives at the same address as the person being cared for. Employees must have worked for the employee for a minimum of 26 weeks

Employees you are eligible can only request changes in their hours of work, specific hours and location of work, which would enable the employee to care the child.  Changes are intended to be permanent, unless otherwise agreed.  The legislation does not provide for any trial period but employers can, and often do, agree a trial period to be carried out and review the agreement at the end of the trial period.  If all is working out well from the perspective of both the employee and the employer then there is no reason why the change cannot be made permanent.