When responding to a request for flexible working arrangements
- Make sure the request is in writing.
- Check that all the required information is provided.
- Deal with the request as soon as possible and within one month of receiving it.
- Ensure you’re up to date with possible options for flexible working.
- Consider the effects of the requested working arrangement on your business.
- Discuss the request with the employee, and perhaps with any managers who may be affected - always be careful to respect your employee’s privacy.
Other things to think about
- Do you already have a policy on the flexible work options being discussed?
- Is re-organising work necessary, and if so how can it be managed?
- Do you know anyone who can give you advice?
- What is the likely impact on other staff?
- How will you manage the impact?
- If the employee works as part of a team, do they understand their commitment to the team under the new arrangement?
- What arrangements will be needed for staff supervision and performance management?
- Will the likely benefits outweigh any potential adverse effects for clients or customers?
- Are there peaks and troughs of demand in the business that this new arrangement could meet?
- Are there impacts on holiday periods and holiday pay?
- Are there health and safety implications (for example if the employee is working from home or if they are working alone late/early or out of core business hours).