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Flexible working

  • Fed up with working 9-5?
  • Do your working hours not fit in with childcare arrangements?
  • Does public transport not get you to work on time?

If you have been continuously employed for 26 weeks you can make a request to your employer to work flexibly. This could include changing your working hours, working part-time, doing a job share, working from home or changing the way you work.

We are specialists in getting the request right the first time to give you the best possible chance of it being granted. Alternatively, if things haven’t gone your way, we can help you appeal and give you "another bite at the cherry".

Things you should know:

  1. You may only make one request in a 12 month period so getting it right is important. We can help you with this.
  2. Your request might not be granted by your employer. If it isn’t, your employer must explain the reasons why they cannot agree to your request. If they don’t then you may be able to do something about this.
  3. Your request must be in writing and must state certain information. We can either draft the request for you or advise you on what should be included.
  4. There is a time frame in which your employer must deal with your request.
  5. You do have a right of appeal if your request is not granted.

If your request was made before 30 June 2014 different rules apply.

If you would like to discuss your flexible working request you can either call us on 023 8064 4822 or email us.

Offices in Eastleigh and Fareham.

News and media

  • News
    • Posted on July 27, 2015
      Could your business be at risk of a breach of contract claim? Yes, if your holiday year runs from the 1st of April until the 31st of March and your employment contracts state that employees are entitled to 20 days’ holiday plus bank holidays, you very well could be. Why? It is all due to the shift in Easter holidays in 2016 and 2017.
      Posted in: Employment, News
    • Posted on June 18, 2015
      Dr Suhail provided his services to the NHS through a Co-operative whilst also practising as an out-of-hours GP. The terms of his Co-operative Membership Agreement described him as a self-employed contractor - the Co-operative were under no obligation to offer work and he was free to accept or decline any work offered. As a self-employed contractor, Dr Suhail paid his own tax and national insurance contributions. He worked for other organisations mostly on a locum basis and provided assistance to the Co-operative on a personal basis.
      Posted in: Employment

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