There has been a lot in the news recently around flexible working requests which suggests that those on lower paid salaries are less likely to have these requests agreed. It seems that high earning parents are far more likely to be allowed to work flexibly than those on lower wages.
Are parents missing out on valuable time with their families?
A poll by the charity Working Families showed more than two thirds (69%) of working parents who earned more than £70,000 worked in a flexible way, while less than half (47%) of those earning more modest salaries between £10,000 and £40,000 worked flexibly.
The poll also found that most of them worked over their contractual hours and 68% of respondents said their job interfered with their ability to take part in school events.
As an employer, offering flexibility comes with its benefits. By offering flexibility on jobs at all levels, this will help companies to recruit and retain staff.
With the rise in video and audio conferencing software, people can now easily dial in remotely to work. Whilst flexible working hours may not be possible in every job, there are many roles where the option works well.
Every employee has the statutory right to make a flexible working request after 26 weeks of employment service. A request must:
• Be in writing.
• Be dated.
• Explain the change they would like to their working pattern.
• Explain when they would like the change to come into force.
• Explain what effect the change would have on the business.
• Explain how such effects might be dealt with.
• State that it is a statutory request.
• State if the employee has made a request previously and if so when.
For more information on the right to request flexible working, there is an ACAS guide which sets out what employers have to do and what is good practice