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Equal opportunities employers promote family friendly working arrangements and you may wish to explore this with your employer. Some employers recognise that such an approach is important to attract and retain a talented workforce.
Clearly, an employer needs to factor in the needs of its business and make decisions to ensure that there is sufficient cover at busy times and that the organisation runs effectively at all times. There is no legal right to work flexibly as such but employers are legally required to give serious consideration to requests for flexible working. Any refusal to accommodate flexible working needs to be for sound, logical business reasons.
The needs of your employer’s business may also mean that not every employee can work part-time and only on specific days. It is expected that there needs to be flexibility on both sides. Some employers may allow flexible working on a trial basis to explore whether a new arrangement is workable before making any permanent change to working hours.
Whatever the circumstances, we can provide you with expert advice to help you to secure the best outcome.
Flexible working requests are often made by working mothers returning to work after a period of maternity leave. An employer should be open minded to this possibility and give any such request reasonable consideration. If you feel that your employer has not done this or is putting reasons forward about why the arrangement would not work which are not justifiable, we can explore with you whether this amounts to discrimination on grounds of sex.
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