Should a phased return to work be requested via a flexible working application?

[CheeseEnforcementAgency]

By the time I need to discuss my return to work I won't know who my boss is and I would like to return 1-1.5 (orKIT)days July/August before going 2.5(as contracted) in the new rol when it goes live in September.

If I want specific working days do I request those as part of a flexible working application?

No, KIT days are usually requested normally as there is legal right to use them at all. If you make a FWR for the KIT days then you'd not be able to make one for another 12 months, a little extreme for only a few days.

I was thinking if they didn't want me on a phased return I could use KIT days to cover that period as I have 9 left & would get paid for them if I use them in that period but not earlier.

A flexible working app would be for a phased return and specific days.

A flexible working request is for a permanent change to terms are the specific days a permanent change? If so, then you should do this via a flexible working request.

Your employer does not have to agree to you using your KIT days for a phased return, especially if they want you back at work. I have in the past refused such a request on that basis

When is you maternity leave due to finish and how many weeks maternity leave are you due to take?

If they don't want you on a phased return they won't let you use KIT days for that reason either.

I would say yes include both the phased return request and the specific days request in your application, and you may find they agree to all of it, some of it, none of it or a compromise.

End of June I have had 39 weeks. Can go to September which makes it easier regarding kids off school & the restructure but want a little bit of money coming in if possible. If I return to my current team but wouldn't in September it'll be difficult to work over the summer as there won't be much work to pick ip short term. KIT days may let me^ work in a new team in that situation. It's difficult to plan without knowing who my boss is/where I'm working/what I'm doing.

Would you consider extendeding your maternity leave until September when your new role starts and ask to do one KIT day a week between July and August up to the total of 10 days allowed?

Then you don't have to do a flexible working request at all.

I would suggest you contact your employer now to ask for a meeting to discuss your return to work and ask for above then?

You could put a flexible working request in now instead, requesting a phased return over July/Aug - but I'd try the other option first. Potentially much less hassle for everyone.

Sorry don't know what happened to extending some extra letters crept in!

You'll also have some annual leave to take which you've acrued whilst you've been off which you could use to bridge any gaps.

That's option one I think Katie. Only problem is who to meet? Don't know until may-June what team I'm in & who my boss will be. Or even who their boss will be. Or their boss

Will broach it with my current boss then & see what she says

Broach it with you current boss, get it agreed in writing but don't wait until people get bogged down in dealing with the restructure. You'll be last on the priority list for speaking to because you're not physically in the office... and unlikely to just pitch up at someone's desk demanding answers.

I speak from experience when I say do something now. Don't wait until you have no line manager or no-one can tell you who that is. And might be a good idea to make contact with HR to get them to confirm how you will be kept informed of changes (but speak to your current line manager to suggest this first).

Thanks, current line manager good & copies stuff to me but if she goes I wouldn't have anyone & above her are a bit distant! Will ask her who to deal with at HR as they are v distant from us.