Flexible working

[zeezeek]

In need of some advice from anyone with HR knowledge! My department has advertised for a researcher. It is a full time post, but we've had a couple of applications from people who are requesting flexible working - working from home for one or two days a week. This is something that is possible, as it is an office based job and they look pretty good candidates who meet the criteria. I'd just like to know what the legal position is re flexible working. One of my colleagues who is likely to be on the interview panel is very against it, so it concerns me that he could cause problems for the department. I don't care, as long as they do the work. I know that everyone can apply for this now, but what is the situation if they say upfront in their job application that they can only work this way? I know nothing about this new law and not much about HR in general, so any advice would be welcomed.

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The colleague who is against it full stop sounds like a bit of a dick. Just tell him you want the best candidate and ask him to explain what he thinks the problems will be.

I'm not a HE expert unfortunately, just posting to say that the right to have an application for flexible working considered only kicks in after 26 weeks continuous employment service.

I meant "HR" expert.

DH has been asked this by people he manages. Whilst wanting to be accommodating, I would be concerned if a member of staff could only do the job if they work from home so many days a week There should be flexibility on both sid es. What is the impact on others if they are not prsent in the office. Flexible working needs to work for employer and employee

Why do they need to work from home? Or do they just prefer to work from home?

It's ill-advised for someone to say they are only prepared to work that way.

If that was me looking through CVs I wouldnt be impressed with someone laying down the law like that. I would respect the person a lot more if they talked about the role, what value they add, why they think it would be a good progression for their career etc. then as part of the negotiation, talk about the ability to work remotely and whether they could work from home x days per week.

To be fair, Daisy, they have completed their applications thoroughly and are both strong candidates in terms of experience, knowledge and so on. Had a look at the ACAS document and although they don't have a statutory right to request flexible working - it is obvious from the information given in the applications, that they have reasonable and real reasons for wanting to do so. I have to admit that I am quite impressed that they are brave enough to state that this is the case from the start - rather than spring it on us after we've appointed one of them (if we appointed one). There are other strong candidates who have not been upfront about their need for flexibility who then may well request it....if that makes sense?

My colleague is a dick and totally opposed to any form of flexibility for his staff - both the experienced researchers and the administrators. However, as he has always been able to work when and where he wants because his wife has done fucking everything in that family, then he's not really going to ever understand!

Other posters are correct about 26 weeks continuous service, so if they are already employed by your org and have been for more than 26 weeks they will be entitled to make the request. A sound business case will need to be presented by the manager as to why this cannot be accommodated (if it is rejected), the reasoning for this is quite vague at the moment from a legal perspective but it must be something that would cause a negative impact on the business such as not being able to meet customer needs (just an example not really applicable here I'd imagine)

If there's scope to make the adjustment without the need for a formal request would be a really positive thing to do if all sodes were happy, I'd imagine it would give you an employee who is prepared to be more flex as and when the business requires also. Only point to bear in mind is regarding the unsuccessful candidate and ensuring that you have sound reason plus feedback for being unsuccessful incase they come back contesting based on adjusted hours etc.

ACAS have an employer helpline that is always very helpful if you want to talk through properly with them :)
Hope this helps

Septbaby - thank you. I am pushing for these candidates to be shortlisted because they are, along with a couple of others, very good candidates. We are a large academic department and, to be honest, all of us work flexibly at times, I certainly do as I like to sometimes take my children to school or be home before their bedtime. This is done in an informal manner and when other commitments allow - however, new people coming into the department will have no idea of this. I don't see why we shouldn't accomodate from the start. There are 3 of us shortlisting and 2 of us think that these 2 candidates are certainly worthwhile interviewing based on other criteria. However, if they are not called for interview, or if they are and don't get the job, I fully appreciate that we will need to be able to justify our decision.

Just general thoughts here ....
I think the workforce is currently going through a strange time where people are increasingly working remotely, very effectively and sometimes more so than working in the office. But it hasn't yet gone mainstream. So as you have described, Zeezeek, you'll get some job applicants who may be already used to flex working, applying for a role where the new culture may still be "in transition" with a blend of forward thinkers and traditional dicksmanagers.

Perhaps its a question of wording and how the candidate approaches the request to remote-work. As you say if its an informal arrangement it would obviously always be subject to change and flex if required. If it were me applying, by 'laying down the law' too soon, Id be worried it could put a recruiter off even inviting me for interview. But it depends on the culture I suppose.

Academia seems to lend itself well to remoting, for the research side of the role, quite a lot of the researchers at my Uni say "I cant do Tuesdays or Fridays I tend to wfh those days". I expect those are informal arrangements they negotiate with their manager.