Changes to flexible working arrangements may have come at perfect time for hard-up businesses

New flexible working arrangements introduced by the Government in a bid to help families may also assist businesses in the current economic climate.

As part of the Government's drive to support a family-friendly culture and to help employees balance family and work commitments, the right of workers to request flexible working arrangements was extended on April 6.

Employees now have a right to request flexible working to care for children up to 16-years-old, rather than the previous limit which only applied to those caring for children under six-years-old.

Hewitsons' employment Partner, Nick Hall, said: "In the current economic climate businesses may well be more receptive to requests from workers who wish to work more flexible hours, particularly with regards to reducing their hours of work.

"Requests from employees to cash-strapped companies may well be welcomed and not only lead to reduced costs for businesses, but also lower staff turnover and reduced absenteeism. However, to what extent the new right to request flexible working will actually be utilised during the recession remains to be seen."

Many businesses already operate a policy of allowing all staff to apply for flexible working, regardless of whether it is related to child care. But the Government estimates the changes to the flexible working arrangements will open it up to an extra four million employees. It is hoped estimated that more than 300,000 employees a year will take advantage of the new right, with around 270,000 applications actually accepted.

Only workers with a contract of employment who have been employed continuously for a minimum of six months have the option to request flexible working. They must also have, or expect to have, responsibility as a parent. Their partner is also permitted to request flexible working, if they share responsibility of caring for the child.

There are various grounds for refusal which include the burden of additional costs, detrimental effect on the ability to meet customer demand and inability to reorganise work among existing staff. An employee could potentially take the matter to an employment tribunal if unhappy with the outcome.

For further information contact Nick Hall on 01604 233 233 or click here to email him.