Back to the office/Hybrid working

[KissKissButtCheek]

At the start of the pandemic DD was 9 and went to a childminder who she'd been with since she was 9 months old. That's stopped with WFH and childminder not working. During this time she has retired. I have looked and looked for a suitable childminder but none are willing to take her on as she's now 11 and will soon be starting high school. When she's in school the 3 days I am in the office she goes to grandparents and a friend for a couple of hours which is fine, however it's a big ask for those people to have her all day in school holidays.

I have asked work if its possible in school holidays only if I can work 1 day a week in the office. I showed them all the enquiries I gave made and every effort to get suitable childcare.
My request has been turned down as they don't want to set a precedent to other staff, which is fair enough.

However there are roughly 10 members of staff who have not stepped foot in the office since March.2020 due to various reasons. Huge global company so not sure what is going on in other offices around the UK/other destinations.

I do think its unfair that I have been turned down when I have been in the office when it's been opened, sometimes more than is required for us to be there.
Do I have a right to ask them to think about this again?
(Sorry for ling rambling post)

Did you submit a formal flexible working request
If so you can appeal it
They need a business reason to refuse
You need to focus more on how it will work for the business and less on your childcare needs

What about holiday clubs? I use those for my children who aren't old enough to be at home alone.

By the time she's at high school (I assume in 7 months) can she not let herself in and look after herself? Would that work and you could just ask for some temp accommodations?

Hi, It is unreasonable to leave an 11 year old child at home alone all day in the school holidays.

“Setting a precedent” is not a reason to turn down a flexible working request.

Remember you can only make one flexible working request per year, so get this one right with all the adjustments you need written into it.

Put your request in writing together with a summary of the conversations you have had and your manager’s response, send it to HR. Copy your manager and you manager’s manager.

Ask HR to provide you with the UK Company’s rationale why the flexible working request has been turned down, and a written assurance that the decision has been reviewed by HR to confirm that it is consistent with decisions taken across the whole company. Mention that due to urgency with your child on half term soon, you require an answer within 3 working days, please. Secondly ask what are the company’s reasons why the flexible working request cannot be accommodated (legally, the company must have reasons why your request was turned down
,, not just “it sets a precedent”)

IF HR replies that managers take decisions based on requirements in individual teams and that flexible working does not have to be accommodated in situations where you can’t do the job properly wfh, then you write back politely.

“Thank you for your reply. I do not agree that my job cannot be done effectively whilst wfh and I maintain that my flexible working request was unreasonably turned down. Please be advised that I will be using my four weeks’ annual entitlement to unpaid Parental leave to cover the February half term holiday, then the Easter holiday, then the May half term holiday. This is to my own financial detriment and not my preferred option. I will be forced to consider my position at the company prior to the long summer holiday if I am unable to find childcare because it is not safe to leave my child in an empty house all day and I have been unable to find a paid childcare provider”.

Note, if you are wfh you do actually have to work… so that means your child is entertaining themselves in the house all day. I let mine take a phone and cycle to the park or to see a friend, and sometimes I work in the main area of the house so my dd has company. She is too old for a childminder and no longer enjoys the holiday clubs.

PS if your HR is any good, they will realise that the steps I’ve set out above are priming for you to bring a case of discrimination and constructive dismissal. Obviously you do t want to actually quit or take unpaid leave. You want them to think you will, and mentioned it is not your choice and is aptl your financial detriment, is the bit that should worry them, as if you try to sue them you could claim the money you lost because they unreasonably refused to let you work flexibly, as well as to be reinstated I’m your job with the flexible working arrangement embodied in your job.

Note that in my limited experience flexible working requests are usually about hours, not location of work, but I don’t see in reality why this is any different.
.

Whatever their policy about working from home, arguing that you must be at home to supervise your daughter won’t help. It suggests that you won’t be working effectively as you’ll be supervising your daughter during the school holidays. While she’s ten rather than a toddler this will still mean you’re less effective at work.

Can’t you book her into holiday clubs like most working parents do?

The argument of setting a precedent can actually be a business reason. Allowing someone to provide child care, during working hours is not a policy anyone wants to start.

They will need a detailed policy around it. An age limit, but then people will argue their 8 year old is very sensible. Or people whose 11 year old struggle to entertain themselves, will be able to but be distracted causing issues.

Its very difficult to get a policy like this to work. Not allowing people flexible working to provide childcare, really is a business reason.

Did you submit an actual formal request?

Can’t you use holiday clubs? At 11 I wouldn’t expect them to be going to a childminder.

The issue is not so much the precedence it's more the fact you want to use WFH in place of childcare - you could easily put her in holiday clubs that only operate during school holidays - presumably you don't want to? As you have only mentioned a childminder. And not school clubs? Lots of companies now have contracts that state WFH can't be done in lieu of childcare. There are health and safety issues as well as it taking the piss out of your employer and colleagues.

It's an absolutely rubbish holiday to be stuck at home whilst you work. I would find some holiday clubs to have her.

Suggestions that work for my year 6 and friends' year 7 children:

forest school

drama school (try and find your local stage coach or similar,)

Contact local climbing wall and leisure centre to see if they do holiday clubs.

@miraveile

By the time she's at high school (I assume in 7 months) can she not let herself in and look after herself? Would that work and you could just ask for some temp accommodations?

This. When my DS started high school, I gave him a key, and he made his own way home, and entertained himself for an hour or so until I got home from work.

And holiday clubs for the holidays. Though I used to try and work my annual leave around scho holidays to limit his time at the club.

Parents have had to find school holiday care well before hybrid working became such a huge thing, you are fortunate it is only 3 days a week you need to cover. When ds was that age dh and I took different days off to cover childcare, your dh could take 3 days a week off over 3-4 weeks instead of the usual 2 full weeks. We used holiday/sports clubs (football, afterschool, leisure centre all ran clubs), had reciprocal arrangements with other parents in the same situation, family helped for occasional days. There is also the option of either or both parents using unpaid parental leave for some holidays.

@CustardyCreams

Hi, It is unreasonable to leave an 11 year old child at home alone all day in the school holidays.

“Setting a precedent” is not a reason to turn down a flexible working request.

Remember you can only make one flexible working request per year, so get this one right with all the adjustments you need written into it.

Put your request in writing together with a summary of the conversations you have had and your manager’s response, send it to HR. Copy your manager and you manager’s manager.

Ask HR to provide you with the UK Company’s rationale why the flexible working request has been turned down, and a written assurance that the decision has been reviewed by HR to confirm that it is consistent with decisions taken across the whole company. Mention that due to urgency with your child on half term soon, you require an answer within 3 working days, please. Secondly ask what are the company’s reasons why the flexible working request cannot be accommodated (legally, the company must have reasons why your request was turned down
,, not just “it sets a precedent”)

IF HR replies that managers take decisions based on requirements in individual teams and that flexible working does not have to be accommodated in situations where you can’t do the job properly wfh, then you write back politely.

“Thank you for your reply. I do not agree that my job cannot be done effectively whilst wfh and I maintain that my flexible working request was unreasonably turned down. Please be advised that I will be using my four weeks’ annual entitlement to unpaid Parental leave to cover the February half term holiday, then the Easter holiday, then the May half term holiday. This is to my own financial detriment and not my preferred option. I will be forced to consider my position at the company prior to the long summer holiday if I am unable to find childcare because it is not safe to leave my child in an empty house all day and I have been unable to find a paid childcare provider”.

Note, if you are wfh you do actually have to work… so that means your child is entertaining themselves in the house all day. I let mine take a phone and cycle to the park or to see a friend, and sometimes I work in the main area of the house so my dd has company. She is too old for a childminder and no longer enjoys the holiday clubs.

The company can refuse your choice of weeks for parental leave as well as long as they let you take it within 6 months of the request, so while you can ask, it's not a blanket get-out clause as they may say too many people are off already.

* The issue is not so much the precedence it's more the fact you want to use WFH in place of childcare*

^This

Thank you all, some very good points made that I hadn't really thought of.
She's a very self sufficient 11 year old and wfh has not been an issue at all when she's home. She has one or two good friends close by that she hangs out during the day when I am working (I work 9:30 to 1:30 so it's not all day)
Thanks again x