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Flexible working is becoming increasingly popular amongst all age groups. Here’s how to negotiate flexible working with your current employer.
Want flexible working? Read our advice on how to negotiate it.
Read on for more….
The process of applying for flexible working can seem daunting and complicated, and surveys have shows that the process puts many people off.
One of the trickier aspects for employees is one of the provisions of the flexible working legislation – that those applying for flexible working must explain how they think flexible working will affect their employer and their job, and how this could be dealt with. The idea behind this part of the legislation is that flexible working should be, where possible, a mutually beneficial arrangement for both employer and employee.
So, how can you best argue your case for flexible working, if the main reason you want to change your hours is to manage caring responsibilities, or to ease into retirement gradually and have more free time to enjoy other pursuits? How do you make a business case for those kinds of reasons?
The best thing for you to do is to try and put yourself in the employer’s position and pre-empt any potential difficulties your request might bring to the business. For example, if your request requires you to have extra equipment so you can work from home some of the time, this might incur costs. Make sure you raise these, but justify them.
Try to illustrate how your work can successfully be carried out under your proposed new working pattern, and try to demonstrate how it will not harm the business.
If you can, you should point out any business advantages – for example if working from home there might be aspects to your job that are better done without distraction, such as report reading or analysis.
Perhaps a change in hours will give extra cover to a helpdesk or suchlike. Try to find the positives for the business and present them along with your request.
If you are suggesting a job shares, the ideal scenario is if you have already found a job share partner. However, either way it is worth demonstrating how this might work in terms of handovers and communication with team members or clients. You could also research examples of successful job share partnerships, and how they have actually created business benefits – such as a wider skill set or experience brought to the role.
If you are requesting dropping your hours to work part time, it is important to think through from a business perspective rather than a personal one which days might work best.
Perhaps there are certain days or hours which are quiet, and less cover is needed? Are there certain tasks that could be delegated allowing other staff the chance to act up? If your manager needs more convincing, you could suggest a trial period. However, if you opt for this ensure there is a proper review process.
Take time to think through the tasks your job involves and whether they can be done differently, from a different location, at different times.
It is also good to have a back up solution. For example, perhaps you could consider full time during busy periods, and part time at quieter times of the year?