Working nine-to-five is no longer the working norm according to a YouGov survey.
The survey reveals that a mere 6% work the traditional 9am-5pm workplace hours. Interestingly, only 14% of those polled would opt for these hours if given the choice.
A significant proportion (66%) said they would prefer to start earlier and finish earlier, with the most preferred options being 8 till 4 or 7 till 3.
Whilst this reflects a shift in labour requirements generally, it also shows a change in attitudes towards flexible working. This is welcomed by many, particularly given the pressures of modern life and the fact that some research tends to suggest that flexible working can be better for both mental health and productivity. As flexible working becomes the norm, increases in flexible working requests are likely to continue – it is therefore important that the procedures for making such requests become more widely understood, both by employers and employees.
How do you make a request for flexible working?
Every employee has a statutory right to request flexible working after 26 weeks of employment. This applies to all employees regardless of sex, and it is not necessary for childcare to be the reason. A request can only be made once in any 12 month period.
The request should be submitted to the employer in writing, which should include the date of the request and whether any previous application has been made (including the date/s of previous requests).
The request and any appeal must be dealt with within 3 months and, generally, an employer can only refuse the request if there are sound business reasons for doing so.
If you wish to discuss flexible working please contact our employment law team.