Flexible working request after maternity leave

[Historygirl91]

Hi all. I’m returning to work in June after 12 months maternity leave. I was full time, but would like to go back 3 days a week so HR have requested I submit a flexible working request for consideration.

I am not sure how to approach this as realistically, I cannot do my old job 3 days a week - it is just too busy. Really what I want is to do something similar over 3 days. I would be prepared to be put on a lower grade but don’t want to tell them this unless I’m desperate.

I want to highlight to them that I’m flexible/good at my job etc but I can’t say that business needs will not suffer with me going down to 3 days as it just isn’t true.

I have had to tell nursery very far in advance which 3 days my little boy will go, and am worried I am already going to look awkward and demanding.

For context I work in a big team, admin type role at a University. There are other mums who have gone full time to part time, so I think they will try to be accommodating.

Does anyone have any tips/advice please of how I can handle this? I don’t want to do myself down as I’m successful in my field and I know I’m good at my job. Thanks x

Just to clarify, what you actually want is to be redeployed? And then to be given a specific 3-day pattern in the new post?

Are there any vacancies in the role you want to do instead?

Is it the job that can't be done in 3 days or the workload? Could your existing role work as a job share instead?

Existing role could possibly work as a job share albeit be slightly messy. The actual job could be done over 3 days if the workload was less.
Regarding redeployment, there isn’t anywhere specifically but I’d be flexible to go wherever.

But if you move to 3 days your workload should be reduced to reflect that, your employer can then decide how they cover the remaining work eg through job share, reallocation of tasks etc. You don’t reduce your working hours and keep your full time workload.

It has to meet the needs of the business though, that's the point. If the work can't be reallocated then how does op's request succeed?

You need to have a business case for how a job share would work, how work could be reallocated, how you'd ensure continuity for colleagues when you're not there, or identify an alternative role to discuss redeployment.

Would there be any benefits to your employer that you can identify?