Flexible Working Law Coming into Force

From 30 June 2014, the law relating to flexible working significantly changes - a fact which both employers and employees should be aware.

Forms of flexible working include job sharing, home-working, part-time working, shift working and flexi-time.

Currently, an employee must have parental or caring responsibilities before a request for flexible working can be made. After 30 June however, all employees with 26 weeks continuous employment will be able to apply for flexible working, by writing to their employer.

Once an application is made, with the statutory procedure being abolished, employers will have a duty to consider any request in a 'reasonable manner', but can reject a request on certain specified grounds.

Employers can refuse an employee's request for flexible working where allowing it, would lead to: additional costs; an inability to meet customer demand; an inability to reorganise work among current staff; an inability to recruit additional staff; a detrimental effect on quality; a detrimental impact on performance; insufficiency of work when said employee proposes to work; or where planned structural changes are in place.

Employees can make one application every twelve months and have the right to appeal any decision taken by their employers with regards to said application. Appeals need to be considered and decided on within of three months of being lodged.

Contact Employment Law Edinburgh Today

To discuss your rights in relation to flexible working, complete our enquiry form or call us on 0131 208 3459.