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Original poster

Flexible working request will potentially be declined

69 replies

GinAndCheese23 · 12/04/2025 07:11

I contacted my manger and HR to arrange a discussion about flexible work arrangements when I come back to work after maternity leave. It took forever for anyone to come to me with a date for a meeting. Instead I got a email on Friday afternoon, basically saying the flexible work options that I put forward would not be supported due to the structure of the team and requirements of the role as 2 people (including myself) perform this role and they need daily cover to maintain services levels. But happy to arrange a call to discuss further.

The flexible work options I put forward was either to condense my hours into 4 days or 0.9 FTE over 4 hours. They mentioned alternative arrangements, which I asked for them to suggest and the response was just to fill in my flexible work request form and explain how it’ll impact the team and how I’ll make it work for them. But to be honest what ever I’ll put down will be declined as even with me proposing what is a tiny adjustment is still not got enough.

Now here’s the joke, they didn’t provide maternity cover for my role, so have been working at reduced capacity since I went on leave 6 months ago. Plus the organisation has won awards for having an inclusive work place and prides itself on the benefits they have for working parents - clearly this is BS!

I really don’t want to go back full time and I don’t want to send my DS to nursery full time, our plan was to send him 3 days a week. One day I would have him and the other day grandparents will have him but they do live an hour away, so can’t really ask them to have him more often during the week.

One half of me thinks that are being awkward and are trying to find away to make it difficult for me so I will leave the organisation. But then the other half of me is thinking that they don’t know that I know the other person in my team is leaving and they want me to come back full time to pick up the workload as they have a trend when someone leaves they don’t replace the role.

It’s just a rubbish situation and quite frankly I don’t want to go back. But I have to otherwise I have to pay 6 months mat leave. The advice I’ve got is just to go back, do the six months and look for another job. But I know that relationship with work has soured they won’t care and can see them not being flexible if I have an issues with childcare or take time off for any reason. I suffer with anxiety as it is and mentality this is going difficult for me to manage.

Just wondering if anyone has been in a similar situation and how they dealt with it.

OP posts:
ByQuaintAzureWasp · 12/04/2025 09:07

Did you do this flexible working application via the official route (as per advice on .gov)? If not do it that way now.
Good luck

Loopytiles · 12/04/2025 09:14

Working full time hours or 0.9fte in 4 days isn’t a ‘tiny adjustment’ at all. It’s not a great deal for employers wanting cover for 5 days compared to full time over 5 days or part time 0.8fte over 4 days.

In your situation I’d put in the formal request and include the 0.8fte option, if they reject then yes, work full time for a bit and job seek.

PinkFrogss · 12/04/2025 10:16

Could you ask your employer for a trial period of one NWD day a week, so 0.8 FTE, using the leave you accrued while on maternity?

NatMoz · 12/04/2025 11:11

Loopytiles · 12/04/2025 09:14

Working full time hours or 0.9fte in 4 days isn’t a ‘tiny adjustment’ at all. It’s not a great deal for employers wanting cover for 5 days compared to full time over 5 days or part time 0.8fte over 4 days.

In your situation I’d put in the formal request and include the 0.8fte option, if they reject then yes, work full time for a bit and job seek.

Depends on the workplace and the role.

I'd consider full time compressed a tiny adjustment.

I work part time compressed (almost 4 days in 3)

GailTheSnail · 12/04/2025 11:22

They might be telling you informally so you just back down and they don't have to make it formal. I'd ask them to put it in writing and then see if you can appeal.

Thebloodynine · 12/04/2025 11:29

They’re not actually wrong here though, and you probably wouldn’t win if you fought it.
They’ve found out that the role can be done with one person full time. That person is now leaving but you’re due back from maternity so the business is covered. Now, you want to change your work pattern which means they won’t have the work covered 5 days a week with one person, so it doesn’t suit the business. They’re not recruiting to cover the random missing hours you don’t want to do.

GailTheSnail · 12/04/2025 11:32

Sorry I saw you'd not even got as far as putting the request in yet. There are a lot of organisations who can provide a bit of info that may help you with negotiations.

www.carersuk.org/help-and-advice/work-and-career/the-flexible-working-act-2023/

Original poster
GinAndCheese23 · 12/04/2025 15:01

Thank you all for your responses. If anything the job is definitely a role for 2 people as my colleague is leaving because of how they have been treated since I left and has found that they are doing overtime constantly due to Volume of workload.

I can’t understand how 0.8 FTE better than 0.9 FTE - excuse my ignorance but I don’t have much experience in this area and HR aren’t good with advising - please could someone explain this to me?

I also agree they probably want me to back down so I don’t do it formally, but I just think I will put in a formal request - maybe for 9 out of 10 compress so I have a day off every other week. Either way I want some flexibility

I think if it’s just ridiculous when other members of my department have been allowed flexible working, to the point a managers jobs was advertised part time and that’s not an option for me. Can’t help it feels personal.

OP posts:
OkayLetMeKnowHowItGoes · 12/04/2025 15:24

How do you propose they maintain cover/service levels with you working 0.8/0.9?

LaurieFairyCake · 12/04/2025 15:40

If you went back full time then you would have to be incredibly clear you were not available for overtime EVER

so the business would still not be ‘covered’

If it was me I would go back full time and during that time once your colleague leaves and you REFUSE to do overtime they will have to hire someone else. Then you can have the conversation about going part time/compressed hours as they would HAVE to hire someone anyway.

AndSoFinally · 12/04/2025 15:48

I can’t understand how 0.8 FTE better than 0.9 FTE

Because you're really only going to be working 4 days a week and they want 5. If they're paying you for 4 days a week then they've at least got a chance of using the other 20% of your salary to get someone to cover the 5th day. If you're using all your salary over 4 days it's the worst case scenario for the employer- all the money used up but only 4 days cover instead of 5

Original poster
GinAndCheese23 · 12/04/2025 16:08

OkayLetMeKnowHowItGoes · 12/04/2025 15:24

How do you propose they maintain cover/service levels with you working 0.8/0.9?

I don’t know surely that’s for management to find a solution and I’m not management nor responsible for managing anyone else.

I didn’t know requesting flexible was so contentious considering I’m not the first or last mum requesting it. No wonder mum’s are giving up their careers or are put in positions to find more suitable employment 🙄

OP posts:
Original poster
GinAndCheese23 · 12/04/2025 16:09

LaurieFairyCake · 12/04/2025 15:40

If you went back full time then you would have to be incredibly clear you were not available for overtime EVER

so the business would still not be ‘covered’

If it was me I would go back full time and during that time once your colleague leaves and you REFUSE to do overtime they will have to hire someone else. Then you can have the conversation about going part time/compressed hours as they would HAVE to hire someone anyway.

Can I refuse to do overtime even if I’m full time?

OP posts:
Original poster
GinAndCheese23 · 12/04/2025 16:10

AndSoFinally · 12/04/2025 15:48

I can’t understand how 0.8 FTE better than 0.9 FTE

Because you're really only going to be working 4 days a week and they want 5. If they're paying you for 4 days a week then they've at least got a chance of using the other 20% of your salary to get someone to cover the 5th day. If you're using all your salary over 4 days it's the worst case scenario for the employer- all the money used up but only 4 days cover instead of 5

Thank you for the explanation, I understand that better. Unfortunately going down to 0.8 FTE wouldn’t work for us financially - especially as I am the breadwinner too.

OP posts:
LaurieFairyCake · 12/04/2025 16:13

Yes, of course you can refuse. No one ever has to do over the hours they’re contracted for unless they choose to. If I were you I’d put it in writing to your manager that due to childcare you will not be able to do overtime on any day at any time.

I think the problem is your anxiety here, that you may find it really stressful to refuse Flowers

Bobbybobbins · 12/04/2025 16:25

You might have more success requesting 0.6 as they could employ someone else to cover the 0.4

Drivingmissrangey · 12/04/2025 16:35

I don’t know surely that’s for management to find a solution and I’m not management nor responsible for managing anyone else

It's really not. You need to explain why the business won’t be impacted by your request. And management’s solution is to have someone work FT.

Original poster
GinAndCheese23 · 12/04/2025 16:47

Drivingmissrangey · 12/04/2025 16:35

I don’t know surely that’s for management to find a solution and I’m not management nor responsible for managing anyone else

It's really not. You need to explain why the business won’t be impacted by your request. And management’s solution is to have someone work FT.

Any advice on how I can explain why it won’t impact the business? Like I said this is new territory and I am not getting much support from HR.

OP posts:
Original poster
GinAndCheese23 · 12/04/2025 16:48

Bobbybobbins · 12/04/2025 16:25

You might have more success requesting 0.6 as they could employ someone else to cover the 0.4

Yeah we can’t afford for me to go down to 0.6 FTE unfortunately.

OP posts:
Loopytiles · 12/04/2025 16:48

0.8fte is cheaper for the employer than full time compressed into 4 days which costs them full time but leaves a working day uncovered when they want cover for 5 days.

If you need a full time wage you could try a 9 day fortnight and have a day off every other week. Or work a half day one week. If your partner did the same between you that’d cover a day every week.

MissScarletInTheBallroom · 12/04/2025 16:52

I'd be tempted to tell them that if they deny it you will simply hand your notice in as soon as you've been back long enough to not have to pay back your mat pay, and then work to rule during that time.

Original poster
GinAndCheese23 · 12/04/2025 16:55

LaurieFairyCake · 12/04/2025 16:13

Yes, of course you can refuse. No one ever has to do over the hours they’re contracted for unless they choose to. If I were you I’d put it in writing to your manager that due to childcare you will not be able to do overtime on any day at any time.

I think the problem is your anxiety here, that you may find it really stressful to refuse Flowers

I am contracted to support other areas for events as and when required and sometimes that will be outside of core hours, would I be in the position to request not to do this as part of my flexible work request but still work full time 5 days a week?

I’m just trying to find ways.

I am already finding it stressful to be honest.

OP posts:
Original poster
GinAndCheese23 · 12/04/2025 16:57

Loopytiles · 12/04/2025 16:48

0.8fte is cheaper for the employer than full time compressed into 4 days which costs them full time but leaves a working day uncovered when they want cover for 5 days.

If you need a full time wage you could try a 9 day fortnight and have a day off every other week. Or work a half day one week. If your partner did the same between you that’d cover a day every week.

Yeah I’m exploring the 9 day fortnight actually. And that’s a good idea to make it work with my partners

OP posts:
TonerNeedsReplacing · 12/04/2025 16:57

If you earn the most why doesn’t your partner drop hours instead?

Username197 · 12/04/2025 16:58

Ultimately it is you making the request and you who has to be able to explain the solution to that request to minimise impact to the business. HR aren’t going to advise you if they are the companies HR. They are employed by them. You may be better to contact ACAS for free advice