F is for Flexible Working

Many business owners we work with contact us with questions about flexible working.    There is a lot of confusion around the rights of workers to request flexible working, which isn’t surprising as the legislation around flexible working has change a number of times over the last few years.

The kind of questions of questions managers have include:

  • Is flexible working just for women?
  • Is flexible working just for parents with children?  Or can it also apply for those who have elderly dependent parents?
  • How much time can staff take off paid or unpaid?
  • How much notice do they need to give when they make a flexible working request?

And the most frequently answered question is “Can I refuse my member of staff’s request to work flexibly”

We can answer all these questions and help you navigate around the different forms of flexible working that will help you maintain productivity and efficiency in your organisation as well as ensuring that you retain valued staff.     We can help you with:

  • Parental Leave
  • Adoption Leave
  • Maternity Leave
  • Paternity Leave
  • Term Time Working
  • Annualised Hours
  • Temporarily Reduced Working Hours
  • Job Share
  • Flexi-Time (staggered working hours)
  • Compressed Hours (working 5 days work over 4 days)
  • Special Leave (JP, Territorial Army etc)

If you’re interested to know how we can help you with your flexible working queries and requests, please visit our website.



For the last few years there’s been heavy snow during the winter months.  It’s likely that we’ll have snow this year too.  It’s best to prepare to both protect your business and to ensure that your staff what to do in adverse weather.  Below are a few tips to help you prepare.

  1. During “snow-days” staff are expected, wherever possible, to make all reasonable efforts to safely make their own way to work.  However, think about what impact the snow might have on your business.   Do you need your staff to come into work, or can they do some work from home?
  2. Let your staff know in advance whether or not they will be paid for that day’s work.  Most organisations state that “snow-days” can either be taken a holiday or are unpaid.  However, if you have arranged for the member of staff to work from home that day, then the day will be paid at the normal pay rate.
  3. Determine how you will communicate with your staff during adverse weather.  Set a time by which they will have to call into work to inform you whether or not they will be attending that day [and if so, what time]. Think about how this arrangement will impact your customers or clients.
  4. Most transport issues are generally confined to the “first 100 yards” of an employee’s journey into work. You should advise your employees to:
  • Not to park their cars on sloping driveways
  • Park on roads that are gritted and walking to and from their car
  • Make contact with colleagues who live nearby to arrange car shares
  • Check and use public transport services where possible