Aibu to use my childs disability in flexible working request

[Morph2lcfc]

I wasn’t going to but have been told I should by friends.

Child is 11 and pre covid I’d always worked in office and my mum did childcare. Been working from home since March 2020 now due to go back. Work want everyone back in full time, I’d like to do half and half wfh and office which I think they may be receptive to but don’t know for sure till I request. I have an autistic child who is high functioning but severe enough to be in sn school. Mum is getting older and he is getting older so she’s struggling more with him. He’s going to a new school after summer which is too far for my mum to do pick ups and drop offs at. Me and dp can do this between us but it willl be tiring as I also have a 45 min each way commute with less commute obviously life is easier. I am going to put in for flexible working requesting wfh 2 days office 2 days which I think I have enough to argue a good case that it benefits the business. I’ve never mentioned ds’s autism to people at work, I suppose because life was so hard outside it was nice to have a place where autism/school struggles/sen wasn’t the only topic of conversation. Now I am wondering if I should mention ds’s disability in my request, I’m really not a person that plays the disability card so reluctant but friend was telling me I should

It’s fine to use the reason as the reason.

Also consider transport, he’s eligible.

I would.
My DD is very challenging and my new WFH / office schedule has been tweaked so I can be home for her when she gets in from school.

Yes he’s eligible for transport but he doesn’t want to do it and cus we’ve had such an horrendous time with schools previously I don’t want anything messing up a good start. My hopes are we’ll do transport ourselves this year (we her mileage for it) then next year onwards I’ll get him
In taxi

I think if it’s one of the reasons for you making the request then it’s fine to use it. If it’s not one of the reasons you want to work flexibly, then it’s not. Don’t over think it!

A flexible working request decision should be formed on the basis of your reason. Its meant to be a business decision.

By all means put it in. But all FWR should be treated the same by the business. Regardless of the reason.

You would be better, imo, keeping it to a business case.

This is a good link www.acas.org.uk/making-a-flexible-working-request

I would say that you are using your status as a carer rather than playing the disability card, and in that you have the right to request flexibility from your employer.

I assume you have explored after school care/wrap around at your childs new school?

As a manager, I might think (wrongly or rightly) that the request for flexible working is so you can mind/care for your child whilst also trying to WFH, if this was the sole reason given for flexible working.

ACAS might have more advice on the specific wording you might need to apply to make it more business minded.

I would say that you are using your status as a carer rather than playing the disability card, and in that you have the right to request flexibility from your employer.

Comments like this are really unhelpful. Everyone has the right to request flexible working, whether a carer or not. An employer is under no obligation to grant flexible working.

OP by all means mention your home life requirements. But remember that your employer will be assessing it based on impact on the business so your focus should be on why it will not disadvantage the business.

This is what you need to include in your request:

• the date

- a statement that this is a statutory request

• details of how the employee wants to work flexibly and when they want to start
• an explanation of how they think flexible working might affect the business and how this could be dealt with, for example if they’re not at work on certain days
• a statement saying if and when they’ve made a previous application

You are not required at all to include details of why you are making the request.

A FWR needs to meet business need. Stress the positive impact on the business of you WFH. Adding in the rest would blur this- it could, as PP have said, imply you’re using for childcare. Childcare needs to be separate. An employer’s focus is your disability, not any dependent’s.

@Caffeinemonster gives a great list for the request content.

Why you want to work flexibly is totally irrelevant.

How it is going to work is the only thing that is relevant. Your request needs to cover

• the change you’d like to make
• when you’d like the change to start
• how any effects the change could have on your work or the business might be dealt with
• if your request relates to something covered by the Equality Act 2010, for example to make a ‘reasonable adjustment’ for a disability you have

Read the ACAS guidelines on this and follow them www.acas.org.uk/making-a-flexible-working-request/how-to-make-a-flexible-working-request

Thanks for comments caffinemonster and birminghambloke they were my thoughts so I don’t think I’ll mention in my initial request. It was just pppl in rfl saying I should use as a reason

Does your employer have a carer's policy? Mine does, so informing them of carer's role would have help.

@Morph2lcfc

Thanks for comments caffinemonster and birminghambloke they were my thoughts so I don’t think I’ll mention in my initial request. It was just pppl in rfl saying I should use as a reason

I think that's because people don't really know what a flexible working request is, or rather how it works. Lots of people assume, your personal circumstances impact it.

Something else to bear in mind is discrimination by association - it’s probably worth mentioning your child’s disability as if your request is turned down you might have grounds for a claim of it ever came to that. Large and sophisticated employers will be aware of this concept and are probably unlikely to turn down a claim for flexible working in such a context even though technically they only need to consider the needs of the business when looking f at a request

www.weightmans.com/insights/discrimination-by-association/

I think that if you do mention anything connected with this reason, then it is extremely important that you emphasise and ensure that it is true) that this is solely about reducing your commuting time, enabling you to fit more into your non-work hours, and that there is no intention whatsoever of attempting to provide childcare at the same time as working from home.

@Morph2lcfc

Thanks for comments caffinemonster and birminghambloke they were my thoughts so I don’t think I’ll mention in my initial request. It was just pppl in rfl saying I should use as a reason

You said you have clear view on how WFH benefits the organisation. Definitely to that. An employer can’t argue with that but can dispel a blurred request! Disability of child might come under leave of absence or attendance management policy, if you needed to attend to DC’s needs. Hope the FWR and the school move goes well. I respect you keeping work as your escape from the SEND conversation!

@Sheerheight

I would say that you are using your status as a carer rather than playing the disability card, and in that you have the right to request flexibility from your employer.

This.

Our employer have recently asked us to provide details about things like caring responsibilities because since the pandemic, so many areas of people's lives have been affected that work just had no idea about until it all went wrong. It's all voluntary, we don't have to give the information, but it is being done in a way to try and support staff with things they may be struggling with.

This link actually sums up my point in a much clearer way

workingfamilies.org.uk/articles/flexible-working-for-parents-and-carers-of-disabled-children/

I don’t see the harm in mentioning it, but on our request forms there isn’t even an option to say why you want to change, as it’s not really relevant. Everyone is entitled to put in a request, regardless as to the reasons. You would have every right to ask even if it was spend more time in the garden/watching box sets/staring at the ceiling etc.

What’s relevant is how it affects the business, as mentioned above. That’s all they will want to know.

Thanks @PJday41 and @mydailymailhell , for backing up my comment. The fact that the Op is a carer is not irrelevant in the slightest.

Carers do have rights and employers shouldbe aware of this.