Flexible Working Application - advice needed please!

[LucieB]

I recently had my second child and am dreading returning to work. Although I asked for part-time when returning after leave with ds, my request was declined and I worked full-time until I went on leave again. I really want to go part-time on my return this time and need some advice on how to tackle my flexible working application. I work for a law firm in the City and as you only get one chance to apply for flexible working in each 12 months, I obviously want to get it right.
Any tips from any of you who have drafted such an application would be greatly appreciated, or indeed any advice from HR professionals or employment lawyers. Thanking you in advance of your replies!

Why do you only get one chance per year to apply??? That doesn't bode well. Hardly a flexible attitude.

lucieb, have a look at this thread . i negotiated one of these some time ago. the key is to anticipate all the bosses' arguments as to why it couldn't work, and make a good case for why it should work well. if you can think of any benefits to your firm from the arrangement, obviously state them.

good luck

You need Meanmum for this one, if she's around.

One thing I can suggest is to be really specific about what you mean by "flexible", and why you need it. When I applied for it, and I didn't ask for anything dramatic, just to start and end an hour earlier, and to work from home one day a week, I was offered split shifts (3 x 2hours, with 2 hours between each, in an office which is a 5 hour round trip from home. As if I was really going to be pleased with more hours away from home, more travelling time/cost, and 20% less money They claimed that it would give me time to do my shopping during the day! Obviously my boss knew that it wouldn't be acceptable, but as they'd offered something, rather than just rejecting it out of hand, and I hadn't explicitly said anything about more time with ds, I couldn't even appeal.

You could have a list of options in order of preference so that if the first one is not accepted, you are not left waiting for another year before you can ask for another option. Also, don't be too specific - just refer to general terms e.g working reduced hours either at start/end of the normal day or fewer days per week rather than say 10am start every day or working Mondays to Thursdays. The general wording gives you room to negotiate but if they say sorry, Fridays are very busy so you can't just work Mon-Thurs you would have to wait a year before applying again for reduction in daily hours instead. I hope that makes sense!

I have done this. My company are very good about this kind of thing and there is guidance as to how to fill the form in. I had to cover:

How the new arrangeemnt will work
How I would get the work done under the new arrangements
What potential problems there would be and how I would overcome them
Benefits to the organisation - I identified things like the fact I would be happier and less likely to leave, plus there would be development opportunities for my team (which they were keen to take on) by taking on some projects I would find it hard to do as not in office all the time.

I wuld go for one potential arrangement where you make sure you have have covered all the bases rather than lots of possible options - my understanding is the company have a legal requirement now to tell you exactly why they are turning the request down so they would have to have good reasons for saying no.
Hope it all works out for you.

Hi - check the site below for the DTI
www.dti.gov.uk/er/flexible.htm
You'll find example form for yr application and explanation of right to request from both employees & employers side.
www.parentsatwork.org.uk/ is also useful.
Hope it works out.

You should really check whether they have an internal guideline or policy. I work three days a week in the City and have done for 4 years. However, now these flexible working practices guidelines have come out, all applications that are going in now are being rejected or are coming back with huge caveats on them. Basically, what I managed to negotiate four years ago is now not allowed because they have had time to think about it and formulate an actual policy. They've even said they might 'revisit' my arrangements at the end of the year, which is probably illegal! In my case the publication of these guidelines has really backfired and hardened the company's line.