Peterborough office
48 Broadway, Peterborough Cambridgeshire, PE1 1YW
01733 346 333 01733 562 338 enquiries@hegarty.co.ukStamford office
10 Ironmonger Street, Stamford Lincolnshire, PE9 1PL
01780 752 066 01780 762 774 enquiries@hegarty.co.ukOakham office
66 South Street, Oakham Rutland, LE15 6BQ
01572 757 565 01572 720 555 enquiries@hegarty.co.ukMarket Deeping office
27a Market Place, Market Deeping, PE6 8EA
01778 230 120 01778 230 129 enquiries@hegarty.co.uk2 Apr 2019
Under new Labour Party proposals the right to request flexible working would be made available to all employees, not just those that have completed 26 weeks service, as per the current rules. So what does this means for employers and employees.
Flexible working covers a wide range of working patterns including part-time, flexi-time and home working. Under Part 8A Employment Rights Act 1996 employees have the right to request flexible working by applying for a change in their Terms and Conditions of Employment relating to:
The right used to apply solely to parents and carers. However, the Flexible Working Regulations 2014 extended the benefit to all employees who have completed 26 weeks continuous service. This means a much larger pool of employees are entitled to request flexible working e.g. grandparents and employees who have no childcare responsibilities. On 23rd February 2019, the Labour Party proposed the right to demand flexible working; with no qualifying service required!
Under the current Regulations, employers are required to deal with an application ‘in a reasonable manner’. ACAS has produced a statutory Code of Practice – handling in reasonable manner requests to work flexibly. It is important to note that employees do not have the right to demand flexible working, only ‘request’ it, however, employers can only refuse a request for flexible working if they can show that one of 8 grounds apply:
An Employment Tribunal can only interfere with an employer’s decision to refuse an application if the employer failed to deal with the application in a reasonable manner and its decision is based on an invalid business reason or incorrect facts. The Regulations only apply to ‘employees’ and not the wider definition of ‘worker’. Agency workers, members of the armed forces, share fisherman and women and employee shareholders are excluded from the right. It is clear regardless of the Labour Party’s most recent proposal to create a 'presumption in favour of flexible working' that the subject of flexible working is one that is going to continue to grow in years to come as working practices including the use of home working and technology increase (and improve?). Employers, therefore, need to be pro-active in addressing flexible working practices and ensure they handle all requests for flexible working in the correct manner.