While the origins of flexible working are probably in the early 1900s when Henry Ford introduced the five-day week, it wasn’t until 2003 that the UK’s Government introduced Flexible Working Regulations.
Roll forward 20 years and many nurseries are flexible workplaces with full-time, part-time, compressed and casual workers.
However, it is increasingly difficult for employers to balance the wishes of employees with the needs of the organisation. We are afraid it is about to get harder.
Currently any employee with 26 weeks’ service can request flexible working once every 12 months.
These requests can be to decrease or increase hours, reduce days, change start and finish times, and even change the place of work.
Employers are encouraged to follow their own Flexible Working Policy to show that all employees have been treated fairly and equitably when considering their request.
We understand employers will retain the eight reasons in law they can reject a flexible working request.
A new bill to amend Flexible Working Regulations includes the ability to make a request on day one of employment, the option to make two requests in 12 months, and the requirement of employers to consider such requests within two months.
We would recommend that settings continue to manage their requests with a Flexible Working Request Form.
While it is no longer a requirement for employees to describe the impact of their request on the remaining team, we feel that this exercise focuses minds.
Then, if the employer does decide to reject the request, the employee has already considered this and tends to respond with greater understanding.
While it remains great for morale to accommodate requests where they serve the organisation, it has always been, and will now be more than ever, a balancing act that will require conscious leadership.
