Flexible working

legal updates

Employees must make a 'statutory application' and employers can set out a standard form to do this on.

Read our disclaimer keyboard_arrow_down

This website content is intended as a general guide to law as it applies to the motor trade. Lawgistics has taken every effort to ensure that the contents are as accurate and up to date as at the date of first publication.

The laws and opinions expressed within this website may be varied as the law develops. As such we cannot accept liability for or the consequence of, any change of law, or official guidelines since publication or any misuse of the information provided.

The opinions in this website are based upon the experience of the authors and it must be recognised that only the courts and recognised tribunals can interpret the law with authority.

Examples given within the website are based on the experience of the authors and centre upon issues that commonly give rise to disputes. Each situation in practice will be different and may comprise several points commented upon.

If you have any doubt about the correct legal position you should seek further legal advice from Lawgistics or a suitably qualified solicitor. We cannot accept liability for your failure to take professional advice where it should reasonably be sought by a prudent person.

All characters are fictitious and should not be taken as referring to any person living or dead.

Use of this website shall be considered acceptance of the terms of the disclaimer presented above.

Any employee who has been employed for a minimum of 26 weeks has the legal right to request flexible working. Flexible working could be having flexible start and finish times, annualised hours or working from home for example.

Employees must make a ‘statutory application’ and employers can set out a standard form to do this on. In response to the application employers have a duty to deal with them in a ‘reasonable manner’ within 3 months- If not the employee may be able to make a claim to the employment tribunal.

When a request is made the employer should arrange a meeting to show they are dealing with the request reasonably. They should discuss how the request would work and the pros and cons of allowing it.

If agreed then the employment contract should be changed accordingly. If refused it has to be for a good business reason such as increased costs or reduction in quality of work. An appeal should be allowed following a rejection.

As employees have the right to go to an employment tribunal if employers don’t treat requests appropriately it is very important they are taken seriously. If an employee does make a request then it is important you always seek advice before responding.

When a request is made the employer should arrange a meeting to show they are dealing with the request reasonably. They should discuss how the request would work and the pros and cons of allowing it.

If agreed then the employment contract should be changed accordingly. If refused it has to be for a good business reason such as increased costs or reduction in quality of work. An appeal should be allowed following a rejection.

As employees have the right to go to an employment tribunal if employers don’t treat requests appropriately it is very important they are taken seriously. If an employee does make a request then it is important you always seek advice before responding.

HaswentWebsites for dealers small and large

Composer is a next-gen automotive platform that has been designed from the ground up to give you an intuitive way to promote your stock. You have extensive stock management options, and you'll gain a brilliantly responsive new website to advertise your stock, starting at just £39.99/month.

Stephanie StrachanIn remembrance of Stephanie Strachan 1990-2020Read More by this author

Related Legal Updates

Employment Law: Carer’s Leave

The regulations explicitly safeguard employees from any detriment or dismissal resulting from taking or seeking to take carer’s leave.

Employment Law: Annual Leave Changes

Several significant changes came into force on 1 January 2024 that affect the statutory annual leave and pay entitlements.

The office Christmas party season is here

Where an employee makes comments concerning a person’s body parts or style of dress that are intended to be good-natured but are perceived as offensive…

Update on Rights to Flexible Working Requests

Employers will remain entitled to turn down a request pointing to reasonable grounds as a basis for refusal.

Three new employment laws for 2024

The Carers Leave Act, The Neonatal Care (Leave and Pay) Act and The Protection from Redundancy (Pregnancy and Family Leave) Act.

Parents and Carers: New Protections at Work

Parents and carers will benefit from the following new employment protections that received royal assent in May 2023.

April 2023 Pay Rate Increases

The new financial year is upon us, with new rates abound.

Get in touch

Complete the form to get in touch or via our details below:

Phone
01480 455500
Address

Vinpenta House
High Causeway
Whittlesey
Peterborough
PE7 1AE

By submitting this quote you agree to our Terms & Conditions and Privacy & Cookies Policy.

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.