Working Hours – Flexible Working Hours

Last Updated
July 20, 2010

Certain employees have a statutory right to ask for flexible working hours.

  • Any employee with over 26 weeks service who has not made a flexible working hours request within the last 12 months, who has parental responsibility for a child aged 16 or under or a disabled child under 18 who receives Disability Living Allowance.
  • Any employee with over 26 weeks service who has not made a flexible working hours request within the last 12 months, who is a carer for an adult who is a spouse, partner, civil partner or relative or who, although not related to you, lives at the same address as you.

Under the law you must seriously consider any application you receive, and only reject it if there are good business reasons for doing so.

Types of flexible working

  • Part time: working fewer than the normal hours, usually by working shorter days or fewer days per week.
  • Flexi time: choosing when to work within a range of hours.
  • Job sharing: sharing a job designed for one person with someone else.
  • Homeworking: working from home.

Request procedure

  • Within 28 of receiving the application: you must arrange a meeting with the employee who has made the request to discuss the application.
  • Within 14 days of the meeting, you must write to the employee to either agree a flexible w orking hours arrangement and start date, or to give clear business reasons why the request cannot be accommodated. If you cannot accommodate the request, your letter must contain details of the appeals procedure available to the employee.
  • Within 14 days of receiving a letter stating their request cannot be accommodated, the employee can appeal, stating their reason for the appeal.
  • Within 14 days of the appeal, you must arrange a meeting with the employee to discuss their appeal.
  • Within 14 days of the meeting you must either agree a flexible working hours arrangement and start date, or to give clear business reasons why the request cannot be accommodated.
  • If you reject an employee’s appeal it amounts to your final decision and ends the formal right-to-request procedure.

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