Requesting flexble working

rev229

I am a health care worker with several years service with the same employer. I have a Daughter 16 with special needs, son 17 with aspergers and my husband has exacerbation of a chronic illness. I am unable to work nights due to daughters needs (occy health clearance). I have been working set shifts unofficially for quite a while, sorted by my ward manager. I have only before and after school care one day per week from specialist childminder. Also school transport not flexible (long story). Life is a tad stressful! I have received a letter from work stating that no unofficial work patterns will be acceptable. Think it has been send to everyone, I am off sick with broken wrist at present so don't know. Should I now apply for official flexible working hours to protect my current unofficial one. It will not effect my hours or any impact on the job I do as it is 24/7 service. Just not sure that they will accept my request. HR when I spoke to them felt there should not be problem. I have no/little flexibility with the current situation at home. Any advice welcome. I work to have some respite from homelife!

engineer_amy

While you have the right to "apply" for flexible working arrangements, there is no guarantee that the employer will grant them, if they have a genuine reason to refuse such as unnecessary cost or burden on other staff etc. so it wouldn't do any harm to apply, all they could do is say no.

However, if your current arrangements are unofficial, what is stopping you making them official? Arranging a meeting with your manager and hr dept to firm up arrangements on the current work schedule, get it in writing and make it official. Of course if you could do this alongside the flexible hours application, it would be best.

poorlittlefish

I had been working flexibility as agreed verbally when I started the job and decided to ask to make it official by putting in a flexible working application. Their response was to reject it out of hand and impose strict hours with immediate effect that will make my life extremely difficult. I wouldn't trust anything HR says because their interest lies in protecting the company rather than helping you.

Yorkie1

Just wondering out loud whether reasonable adjustments can apply to someone on the grounds that they care for a person who would have a disability recognised under the Equality Act? If so, that give some extra weight to your representations.

dori2o

Yorkie1 wrote: »

Just wondering out loud whether reasonable adjustments can apply to someone on the grounds that they care for a person who would have a disability recognised under the Equality Act? If so, that give some extra weight to your representations.

The Act does apply to people who have caring responsibilities for others who are disabled, however, this does not extend to the employers duty to make reasonable adjustments, that duty only applies to disabled people themselves who work for the business. It merely means that a person cannot be discriminated against because they have caring responsibilities, i.e. being passed over for promotion etc.

OP, are you in the union? If not sign up now and speak to them. They should be able to advise, or negotiate on your behalf to try and resolve this issue for you.