Know your rights when it comes to flexible working arrangements and understand how communication and collaboration technology can help you and your employees request flexible working and work remotely. When governments wake up to flexible working, you know it’s gone mainstream. Everyone who’s worked for you longer than a set period has the right to request flexibility - anything from working-from-home to time-shifting their hours. 20m UK employees have the right to request it. Here’s a brief rundown of the employee’s rights… and how respecting those rights can lead to great outcomes for HR and beyond.

1. Know your rights
Requesting and enabling
flexible working

2. THE FLEXIBLE
APPROACH TO
WORK:
6 points to remember when
employees ask to flex

3. OR:
Turning legal
requirements…
into positive
outcomes!

4. 1. THE RIGHT
TO ASK

5. Anyone working in
Great Britain* has the
right to ask for flexible
work arrangements… if
they’ve been in the job
at least 26 weeks.
Waiting this long is a legal requirement.
*The rules are different for Northern Ireland.

6. Of course, the employer doesn’t have to wait that
long to offer them!
of managers linked profit growth to
offering flexible working!
63%

7. If offering flexible working
adds value to your
organisation… why not
start the chat early?

8. The employer must
consider such a request
fairly. That doesn’t
mean grant it.
(Remember: they have the right to ask,
not demand.)
The advisory service ACAS has
published a guide for employers.

9. 2. THE
REQUIREMENT
FOR REQUESTS
IN WRITING

10. To keep the books
straight, such requests
must be in writing.
The employee must mention it’s a
statutory request. (i.e. they have a legal
right to do so.)

11. It must include:
The change in
arrangements
wanted
The date proposed
for it to start
The expected
effect on the
employer

12. It’s best if both parties are simple
and direct.
“The ability to work from home
during the 9am-5pm workday on
Tuesdays and Fridays”.
“The option to work from outside the
office one day each week.”
“The right to work from home on days
client-facing work is not required.”
“The option to work from another
location when working on X, Y, and Z.”
2a THE CHANGE

13. Employees want flexibility…
but just 6% of
London job ads
offer it.

14. It can be “immediate”, “next
financial year”, or “as needed”... but
there must be a date.
If your employee’s unsure, why not
suggest a trial period of 3 months?
2b THE DATE

15. How does granting the request affect
the employee’s work?
Be honest - and look for the positive.
(Flexible working can be win-win for all.)
2c THE EFFECT
Would avoiding an hour’s
commute mean more work
gets done?
Would being able to
telecommute meet
deadlines better?
Would technology like
document and resource
sharing help?

16. (Employers like
solutions more than
problems. So do
employees.)

17. 3. THE
EMPLOYER IS
OBLIGED TO
SET A MEETING

18. But before a formal
meeting - try TALKING!
Today’s knowledge work doesn’t have
fixed boundaries, nor are jobs easily
described.
A typical London worker
saves his company £520 a
year with flexible options!
An informal first meeting may mean a
productive second one. (Especially with
great communication and collaboration
tech. Why not have a conference or
video call?)

19. Finding the why of the employee’s request is more
important than the what.
Understanding where each side is coming
from can turn “employee rights” into
“employer benefits”!
Talk about the
extra projects
you can handle
with using today’s
technology.
Show how you
can collaborate
with just as many
people every day.
Demonstrate how
BYOD laptop and
tablet can do it all
securely.

20. 4. RESPECT
THE ROLE OF
COLLEAGUES.

21. When meeting the
employer to discuss, the
employee is entitled to
have someone there.
Don’t treat it as employer-versus-
employee. See the team as a team.
Again, explore how communication and
collaboration software can turn the
kitchen table into the head office.

22. 5. RIGHTS IF
IT’S A NO

23. There are 6m people working from home
regularly across the UK.
Millennials, the fastest-growing workforce
segment, want flexibility.
Secure and modern communication tools let
almost anyone work efficiently outside office
walls.

24. So refusing flexible working outright may put
you on the wrong side of history.
of managers see a link between
flexible working and better
employee engagement.
72%

25. But if it’s a no, make sure reasons for it are
understood. Are you losing people needlessly?
of new mothers fail to return to
work if flexibility is not offered.
20%

26. Perhaps the employee’s not able to
work unsupervised.
Perhaps they’ve had past
disciplinary problems.
Or perhaps they need to realise
someone who greets visitors or
serves food can’t work from home!
And answer them in writing.

27. 6. THE RIGHT
TO TRY AGAIN

28. If you refused a valuable employee the
option last time, check what’s changed:
Employees can ask - and
employers must respond -
once in any 12-month period.
Have family
circumstances changed?
(A lot of great workers are lost to
childcare)
Has the role of the worker
evolved?
(They may have taken on more
tasks)
Are new technologies
available and approved
by IT?

29. It takes so much time to recruit
and train workers today…
…that offering
flexible working
may retain their
services longer.

30. IN BRIEF:

31. It’s an opportunity, not a concession.
For the right employee, you’ll get
Recognising the legal rights
and obligations around
flexible working doesn’t have
to be a drag.
More work output due to
increased effectiveness
Higher employee
engagement due to closer
communication
Greater employee
loyalty due to increased
happiness

32. Want more, higher, greater? A
major contributor to effective
flexible and remote working is
whether technology supports your
communication and collaboration
needs. Arkadin can help.

33. Takeaways
20% of one employee group never return to
companies that don’t offer flexible working
72% of managers see profitable opportunities
in offering flexible working
Over 20m employees in the UK have the right
to ask for flexible working

34. Download your eGuide bundle now
Discover how you can create an empowered, engaged and motivated
workforce, by downloading our three-in-one package:
HR’s Connected Business Bundle now.