Custom & practice? Advice

TELLIT01

Everywhere I have worked, any form of flexible working has been reviewed on an annual basis and be withdrawn by the company at any time. Being blunt, an employee's childcare issues are not the responsibility of the employer to resolve, and the main interest of the employer is the smooth and efficient running of the company.

It may be that a number of other employees have put in requests for the day off that the OP currently has and it isn't possible for all requests to be granted. In that situation is it fairer to say to others that they can't have that day, or to say to the person who has had it for a year that the needs of somebody else will take priority this time around?


If people start creating difficulties in running the system, the simplest solution for the employer is simply to scrap it and put everybody on a rolling rota.

Savvy_Sue

ZABIG wrote: »

It went like this

Transferred from different office to new office

Manager said ‘I’ll honour your same day off Thursday every week’

And I proceeded to have every Thursday off for a year until being told ‘don’t assume you’ll have every Thursday off from now’

By the same manager, or a different one?

I'd start by trying to find out whether this was a 'statement of principle', or a 'definite intent to make changes'.