Reconsidering traditional working hours

legal updates

When asked to describe their ideal working hours, 37% chose 8am-4pm as their preferred working hours.

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.

A recent YouGov survey has found that only 6% of 4,000 employees surveyed work between the traditional hours of 9am-5pm.

When asked to describe their ideal working hours, 37% chose 8am-4pm as their preferred working hours, 21% prefer working 7am-3pm whilst only 16% prefer the traditional 9am-5pm hours. 11% prefer working 10am-6pm.

When asked what UK adults think a job would need to offer for it to be considered a “good job”, a sociable and friendly working environment and high pay came out joint top (63%), followed by flexibility to work the hours and patterns that suit them (61%) and a convenient location (60%).
Flexible working arrangements are admired for their work life balance and these statistics indicate that this remains high on the agenda. The effects of flexible working are well established and include improved staff productivity and engagement. As such an employer may wish to consider offering prospective and current employees flexible working.

Examples of flexible working include:

•    Compressed hours, whereby employees work full time hours but over less days
•    Flexitime, whereby employees choose when to start and finish work
•    Job sharing, where two people to do one job but split the hours
•    Working from home
•    Changing to part time hours
•    Working night shifts

It is important to note that there is no legal right for employees to work flexibly, there is only a right to request flexible working.

Employees are eligible to submit a request for flexible working provided they have at least 26 weeks continuous employment and have not made an application to work flexibly during the preceding 12 months.

An employee’s request must be dealt with in a reasonable manner and the employer must notify the outcome to the employee within a 3-month decision period, or such longer period as may be agreed between the parties.
Whilst there is no statutory definition of how to deal with a request in a reasonable manner, employers should follow the ACAS Guide and Code of Practice on handling requests to work flexibly.

Section 80G(1)(b) of The Employment Rights Act 1996 provides legitimate business reasons for rejecting a request and only these grounds may be relied on by an employer to reject a flexible working request. The accepted business grounds include:

•    The burden of additional costs.
•    Detrimental effect on ability to meet customer demand.
•    Inability to reorganise work among existing staff.
•    Inability to recruit additional staff.
•    Detrimental impact on quality.
•    Detrimental impact on performance.
•    Insufficiency of work during the periods the employee proposes to work.
•    Planned structural changes

ECSC Group plcMore Secure

On average 55 vulnerabilities are identified daily.

What can I do?

Review your organisations priorities and ask ‘can we afford a breach?’. What do I do during an incident? Who do I involve? When do I involve the ICO?

If you’re unable to answers these questions, you need help from the experts.

Employers should ensure they have evidence to back up their legitimate business reason for rejection.

Katie PlemonsSolicitorRead More by this author

Related Legal Updates

Day 1 Employment Rights

Employees are already protected from day one in respect of wrongful dismissal and discrimination, but a dismissal based on poor conduct, for example, can be effected by giving relevant notice. 

Overview of Contemplated Employment Law Changes

We will continue to keep our members informed as more details emerge and as the timeline for these changes becomes clearer.

Changes to Sexual Harassment Law

In addition to safeguarding employees from harassment by colleagues, the duty extends to third-party harassment, such as harassment by customers.

New government… new laws

The recent announcement means an employee may be able to claim an unfair dismissal from day one. 

When Travel Time Counts As Work

A prudent employer will ensure that the working arrangements, employment policies, or employment contracts clearly define when travel time constitutes paid work time.

Annual Leave for Irregular Hours Workers

The key element here is that the number of worked hours is defined in the contract.

Employment settlements legal advice

We encourage our members to not assume they can reach a mutual understanding with a departing employee.

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.