My employer lied about flexible working - I want to leave.

[ConfusieSusie]

I joined a new organisation late last year, they offered me (along with the rest of the company) a Hybrid working arrangement whereby we would attend the office 3 days a week and WFH the other two days. We also had flexibility to WFH in instances where any of our children were sent home from school or nursery due to displaying any symptoms (this is an illness policy within school & childcare services across the board where I live).

What has actually transpired, is that we are required to be in the office every day, and MAY be able to WFH if it is absolutely necessary. However, if we take flexibility in a given week, we have to "make up for it" the next week by showing up every day. I am commuting 90 minutes each way and explained at the outset that flexibility was enormously important to me because of this, and would be one of the most influential factors in my decision to take any job offer. I feel completely duped, the majority of people doing my job in other companies are either on a Hybrid model or fully remote.

AIBU to hand in my notice? I have never left a job after only a few months but I feel very strongly about this.

she's probably more aware than most about what should be written in a contract.

That's exactly the point.

Before quitting I’d be having a serious talk with my manager with words to the effect of “I was told x but clearly that’s a not been the case. Why Can I not do what was promised?”

Wise words, Frazzled, since it's usually best to discuss these things before making final decisions

It might be sensible to leave any reference to childcare out of it though; I obviously can't comment on OP's workplace, but after the experiences some employers have had it's only too easy - rightly or wrongly - to write this off as "just another one who wants free childcare"

And no matter how much some would like it to be so and how frequent the "Yes, buts ...", childcare is not an employer's responsibility

Wonder if it would count as indirect sex discrimination, given that people relying on assurances about flexible working in choosing jobs will be disproportionately women? Either way, it is certainly a perfectly good reason to leave for a new job quickly.

No yanbu, I got a job years ago with a careers service thinking I would be helping people find jobs or switch careers but soon found it to be a box ticking service that was milking government funding and not properly helping anyone. I started looking for a new job with 2 months and left after 4. I did speak to my line manager as I had to take time off for interviews and explained why I was looking for another job and he could not argue with me and gave me a good reference as I was a good employee.

Yes leave. It doesn’t work for you so take your skills elsewhere.

[quote ConfusieSusie]@HairyMuttttt unfortunately, I work in the HR department! So on top of feeling completely duped myself, we are dealing with many others coming to us feeling the same or just simply quitting. This almost makes it more difficult as my boss is imposing these conditions under orders from Senior Mgt. Just dreadful all round![/quote]
I don't agree with those saying that the Op has been 'naive'; why shouldn't she believe her employer (as did evidently others in the organisation) that the intention was to allow people to WFH given the still evolving changes to the world of work following COVID?

The Senior Management of this organisation sound inept. It sounds as though they are going to lose a lot of good people due to being inflexible....still there is no law against stupid. Your boss, or the HR leadership, should btw be pushing back on this; a main role of a decent HR dept is to challenge short sighted practices that make no sense.

One option for you though only if you want to, could be to raise a formal grievance (perhaps a collective grievance with other disgruntled colleagues?). If you are intending to leave anyway because of this you don't have very much to lose.

@RosesAndHellebores

My organisation is in London and we pay London Weighting. If exceptions are made for some staff to work entirely remotely or only to come in occasionally because they live so far away, should we continue to pay them London weighting?

Do what many private companies do and have permanently remote or mobile workers contractually based from home/local office. London weighting goes and if they are required to attend a London office or London clients they get expenses for travel/accommodation as needed.

I would definitely leave out the childcare
Not your employer's problem
We are having a few issues with some employees WFH with children who are just not getting through the work

@CrowUpNorth

Wonder if it would count as indirect sex discrimination, given that people relying on assurances about flexible working in choosing jobs will be disproportionately women? Either way, it is certainly a perfectly good reason to leave for a new job quickly.

I find this point interesting. Its not secret that women were disproportionately disadvantaged during official covid and continue to be disproportionately disadvantaged now that we are pretending everything is back to normal (with the consequential increase in sick leave as staff go down with Omicron like dominoes).

Working in an industry where flexible/remote/multi site teams has been routine for decades (and we don't get paid if we don't deliver on time and to quality), I do find it incredible how many companies who managed for two years suddenly find it essential to have everyone in full time or most time.

Anecdotally it does seem to be driven by male leads and outdated assumptions about work but there is no doubt that we have a sizeable layer of lack lustre management in both private and public sectors who can't manage teams not within their sight lines or who confuse presenteeism with productivity.

YANBU to leave but I would make sure you get it written in your contract being remote (or hybrid), or at least an email trail. Especially if you're still within notice period, you can start a new job pretty quick.

I would absolutely leave, and I wouldn't feel guilty at all. They job has been misrepresented, and I suspect they'd be a terrible employer in other ways too. I'd go sooner rather than later, then you can still use your previous employer for a reference.

Just leave. They are not respecting the agreement and not only that, they are being total assholes about it.

I work fully remote. And I have a WFH contract but it is separate from my employment contract. The WFH contract can be taken away at any point.

If employers are having problems with a few WFH employees due to their not arranging childcare, then they need to deal with those and focus purely on their productivity issues. All employees including WFH should be expected to organise adequate childcare to enable them to do their jobs.....but I don't see why others should suffer because managers are unable/unwilling to performance manage those individuals.

After 26 weeks employees can request flexible working anyway. The purpose of this is to help in achieving the best possible work life balance and employers can only refuse a request on limited operational grounds.

It seems employers are so desperate for good employees that they are willing to lie, and then once they think they have those employees in their grasp and dependent on them for money, proceed to take the piss.

It's pathetic isn't it?

OP, I say, run, run, run from this job. If the employees are already disgruntled and being treated like shit, do not waste any more time there. Every day you stay is a day you will not get back and have lost in a better role.

Definitely leave.

Lots of companies are realising they have to offer wfh/hybrid to attract the best candidates. If the company goes back on this once they’ve recruited the best, then they’ll just carry on lying.

there is no doubt that we have a sizeable layer of lack lustre management in both private and public sectors who can't manage teams not within their sight lines or who confuse presenteeism with productivity

I agree completely, though it's also worth remembering that managing the unproductive isn't the only task that needs doing, and because the minority who genuinely take the piss aren't usually amenable to this the time spent can be dispropotionate

So often it can depend on how big an issue it is. It's one thing if there are just one or two causing difficulties, but if it starts to spread that's when decisions can follow that WFH just isn't worth it for the company

Yanbu. Pre-COVID I had my flexible working written into my contract. I've always had crap jobs and this is the only perk of my job/industry, I would walk out tomorrow if they tried to change it. DH is in exactly the same situation as you. He changed jobs during COVID, they gave him the spiel about hybrid working. I begged him to ask them to put it in his contract he ignored me and guess who now can't help with any school runs and needs to find £5K for his train ticket? I'm sorry, OP. I hope you find something better soon.

[quote ConfusieSusie]@HairyMuttttt unfortunately, I work in the HR department! So on top of feeling completely duped myself, we are dealing with many others coming to us feeling the same or just simply quitting. This almost makes it more difficult as my boss is imposing these conditions under orders from Senior Mgt. Just dreadful all round![/quote]
Surely it supports your case if many others are coming to your department with the same complaint. This is a serious management problem.

@PinkTonic if you lead this team it’s time to start leading. Presumably if people are delivering it doesn’t matter how or when they get the work done. Or, if they’re not, do something about it.

We are working to get underperforming staff up to scratch or out the door but it all takes time and effort which would be better spent elsewhere
Not particularly bothered if some staff leave bringing in new staff can be very positive

You are not refusing to come into the office anytime.

Have a conversation with them to attempt to get sense to prevail. Would they back down if they were faced say with a solicitor's letter on the matter, perhaps pointing out that women and in particular women from certain ethnic backgrounds are more likely to be adversely affected by their lie?

If you can prove other than in an employment contract the offer was based on two days working from home, then it could be an implied term in a contract. I doubt you could claim custom and practice.

Hope something works, but be prepared to leave, and if you do, tell them why.

I think leaving because a company has lied about flexible working is now perfectly acceptable. I'm not sure it would have been a couple of years ago, but if you were to bring it up now as reason for leaving last job, no one would bat an eye lid.

[quote Kaftankween]@PinkTonic if you lead this team it’s time to start leading. Presumably if people are delivering it doesn’t matter how or when they get the work done. Or, if they’re not, do something about it.[/quote]
Thanks it’s sorted. 🙂

You’ve been there since late last year? So what, 4 months?
You’re pissed off at the fact you are commuting and working in office more than you were verbally promised?

Honestly OP, I doubt they’ll give too much of a hoot

With respect i think both you and your husband are rather naive to not have the flexible working built into our contract. My husband has been home based for the last 10 years and is very clear about having it in his. For a number of reasons.....but mainly the main office (once they closed all the more local ones) are a 2 hour commute and a lot of money in travel. Without being clear in his contract they a) wouldn't pay the expenses to travel in and b) could at any point request he is 5 days in the office. Neither would work for him.
Flexible working may look rather different but you regular place if work is part of your standard T's and C's.