Reviewing A Flexible Working Agreement

Flexible work is anything other than normal working mode. This may mean that changes are made to an employee`s work schedules, the hours they must work or their workplace. In the event of a permanent contract change upon request for flexible work, the employer cannot make unilateral changes to the contract. If this is the case, the worker has a potential right to an offence and perhaps an unfair constructive dismissal. Flexible working procedures for individual employees can develop in a fairly casual manner, especially with a stable team with the same manager over a long period of time. Informal flexibility agreements can be a very effective way to offer flexibility to a team, fast and with minimal paperwork and administrative burden. This newsletter contains guidelines on the main features of a flexible work policy. You should also accept any process to check how your new type of work works and possibly set a date when it will be checked. It is recommended that organisations have a formal policy of flexibility that will support the organisation: in many cases, it is in the interests of both parties that the new working regime be permanent. Workers who request flexible work because they have care duties may have difficulty changing their care regime if the employer wishes to return to previous work arrangements. Similarly, the employer is unable to respond to the worker`s request for return to a previous work model, as another employee may have been recruited to cover the work or the work has been reorganized. If your employee has the right to apply for flexible work, it is important: as a general rule, employers who offer flexible work models offer the same labour laws as employers who apply more conventional regulations.

Once a flexible work application has been agreed, it constitutes a permanent modification of the worker`s contract, unless otherwise agreed, and cannot be amended without further agreement between the employer and the worker. Employers and workers may agree that the agreements are temporary or subject to a trial period. In some cases, for example.B. when a worker is dealing with an incurable disease, the worker may wish to have only a temporary flexible working time that the employer may eventually accept. They should also take into account specific protection for flexible workers. A formal policy in favour of flexible work arrangements clearly describes the organization`s stated intentions and practices, which is to create a work environment that allows workers to maximize their contribution to the employer. It helps employers meet fundamental legal obligations and helps leaders make consistent and reliable decisions that foster a culture of fairness. It helps employees manage their participation in paid work while clarifying requirements and expectations.