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Flexible working arrangements.

What are flexible working arrangements?

Flexible working arrangements, when well set up, can benefit you and your employees. Your business is more likely to hold on to employees, see better productivity and job satisfaction, and reduce absenteeism. Your employees can potentially find a better balance between work and their personal lives.

Whether it is part-time work, flexi-time, job sharing, working from home or staggered hours, they are all types of flexible working.

Who can ask for flexible working?

 Employees who have worked for 12 months (and casuals who have worked for 12 months and expect to stay longer) can ask for flexible working. Some employees have a statutory right to ask:

  • a parent or someone responsible for a child of school age or a child under 18 with a disability
  • a carer
  • worker with a disability
  • worker who is 55 or older
  • an employee experiencing violence in their family, or supporting someone in their family or household who is experiencing violence in their family

 

How to respond

You have 21 days to grant or refuse their request in writing. You have to give reasonable business reasons for refusing, for example, cost, lack of capacity or impracticality, loss of efficiency or productivity, or negative impact on customer service.

Even if an employee does not have a statutory right to request flexible work, it is still best practice to consider their needs and respond quickly.

Employsure can provide templates for applications for flexible working and help you with a response.

For peace of mind, please call our 24 hour Advice Line now on 1300 651 415.

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