Many businesses not ready for flexible working

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Many businesses not ready for flexible working

New employment rules which came into force on 30 June 2014 will give many more employees the right to request flexible working. But research undertaken by QualitySolicitors shows many small and medium sized businesses are unaware and unprepared for these changes.

New employment rules which came into force on 30 June 2014 will give many more employees the right to request flexible working. But research undertaken by QualitySolicitors shows many small and medium sized businesses are unaware and unprepared for these changes.

In a survey of leaders from small and medium size business across the UK in April this year, QualitySolicitors found that almost three quarters of respondents didn’t know about the new rules governing flexible working or had taken no steps to prepare for them.

From 30 June 2014, the right to request flexible working arrangements will apply to any employee who has worked in the business for six months and employers will have to consider all requests in a “reasonable manner”. It is this latter clause which is likely to cause most concern for small business owners. Ian Horner, Partner and Head of the Employment Law Department at QualitySolicitors Bradbury Roberts & Raby said,

“In the East Midlands only 14% of the businesses surveyed claimed to be ready for these changes. Uncertainty over how these new rules will be applied will concern many employers. The cost of getting it wrong could be high, with a typical lost discrimination claim costing over �£20,000. Employers should take sensible steps to prepare themselves. At QualitySolicitors Bradbury Roberts & Raby we have an easy-to-read guide for small business owners and can offer case-by-case advice.”

Nationally, around a quarter (28%) admitted to being unprepared for the new rules, while almost a half (47%) were not aware of the new rules at all.

What changed on 30 June?

Previous rules only required employers to consider flexible working requests if their employee had caring responsibilities, for example, for children or older relatives. The new rules allow any employee with more than six months’ service to submit a flexible working request. They don’t have to be parents or carers.

I own a small business. How does it affect me?

From 30 June 2014, employers must consider requests in a “reasonable manner” and notify the employee of their decision within three months of the request, unless an extension is agreed.

“Reasonable manner” is obviously open to interpretation, but the Advisory, Conciliation and Aribitration Service (ACAS) have suggested that an employer should usually hold a meeting with the employee to discuss their request and should be able to show that they have considered it carefully. If the request is to be rejected, clear business reasons should be given. These might include:

  • Unacceptable additional costs
  • Detrimental impact on quality, on performance or on ability to meet customer demand.
  • Can’t re-organise work among existing staff.
  • Can’t recruit additional staff.
  • Not enough work during the periods the employee proposes to work.
  • Planned staff re-structure.

What if I reject the request for flexible working?

Employers are given considerable discretion in refusing requests; challenge is more or less limited to when the employer’s view is shown to be based on incorrect facts.

However, there may be grounds for challenge on grounds of indirect discrimination. For instance, refusal of a request to provide flexible working to accommodate childcare responsibilities could be interpreted as indirect discrimination against women, unless shown that this was the least discriminatory approach to meeting the business need.