Flexible Working Guidance for Employers - Expert Legal Support
Flexible working employee
Flexible working employee

Flexible Working Guidance for Employers

The right to make a flexible working requests is quite far reaching, with complicated rules and limitations around the process for rejecting the requested or accepting but with modifications. This means that clear guidance on how to follow relevant processes is crucial to ensure that employees’ rights are preserved, while also protecting the needs of the business.

Request a consultation with our expert Employment Law solicitors to ensure
your business handles flexible working requests fairly and compliantly.

Request a consultation
Altrincham Solicitors
Employment Law solicitors Manchester

Our services include:

  • Drafting and preparation of personalised flexible working policies for use in the employee handbook;
  • Ensuring employers avoid discriminatory decisions or breaches of employee rights; and
  • Providing clear and detailed guidance on the correct processes for handling flexible working requests, including accepting, rejecting or accepting but with modifications.

Our Approach

Our team of highly skilled Employment Law solicitors are recognised leaders in their field, as recommended by Legal 500. We deliver clear, straightforward legal advice that is both practical and commercially focused.

We prioritise understanding your business and its unique challenges, allowing us to offer customised, proactive solutions designed specifically to meet your needs.

Testimonial

FAQs

  1. What is flexible working?

    Flexible working refers to any working arrangement that allows employees to vary their working hours or location, offering greater control over their work-life balance. This can include part-time hours, job sharing, remote working, or flexible start and finish times.

  2. Who is entitled to flexible working?

    Flexible working requests can be made from day one of employment, although the request can be rejected if an employer can provide a genuine business reason and has followed the necessary consultation steps

  3. What are some acceptable reasons to reject a flexible working request?

    If accommodating the request would result in significant additional costs for the employer, such as hiring extra staff or investing in new equipment, they may reject the request on these grounds.

    If the change in working hours or location would impact the ability to meet customer needs or demand, the employer may reject the request. For example, if the business requires employees to work during certain hours to maintain operations.

    If it’s not possible to reorganise the workload among existing staff, or if the requested flexible working would create an unreasonable strain on colleagues, the request may be rejected.

Speak to us to see
how we can help

0161 926 9969

Why choose the mlplaw team?

  • Unparalleled Experience and Expertise

We are vastly experienced, Legal-500 recommended
legal experts who live and breathe Employment Law. We provide no-nonsense, commercial advice, achieving
successful outcomes for employers.

  • Your business, your service

Your business is unique, as are the challenges it faces.
That’s why our approach is always as unique as your business itself.

We don’t like one-size-fits-all strategies. We’re all about crafting tailored strategies that fit your specific needs.

Communication is key. We’re fluent in plain language and have no time for legal jargon. We believe in complete transparency and proactivity, providing you with a clear path and fixed fees so you’re never caught off guard.

  • We are proactive and keep your options open

Most businesses only call their lawyers when things go wrong. By then, it may be too late. We know that prevention is always better than the cure. We work with you proactively to identify vulnerabilities, mitigate risks and ensure successful outcomes before problems arise. We save you time, money and the stress that comes with handling legal issues.


    Request a consultation

    Simply complete the form and a member of our team will be in touch





    Must-read Employment Law Blogs