Flexible working – negotiating
Although the law may be able to help you in relation to flexible working, it is always better to try to reach a negotiated agreement with your employer rather than taking legal action against them.
The ideal situation is one where the employer can see how the flexible work pattern will benefit them, as well as you. This is sometimes called “making the business case”.
How to approach a flexible working negotiation
- Do the ground work and start with an informal conversation.
- Try to plan ahead and be prepared to suggest solutions to any of the problems they might raise.
- Gather information about people who do similar jobs to yours on a flexible basis.
- Think carefully about your situation and try to put forward the best proposal you can of how your new arrangement would work.
- Approach negotiation in an open, positive manner, but also be careful about how and when you approach your employer in case you cannot reach agreement.
- Keep notes of your meetings, and of anything that is agreed along the way, including trial periods.
- Explain why you need the new work pattern and mention if it is because of childcare or disability.
- For a detailed step by step guide for employees choosing a new work pattern, in particular with regards to negotiation, see part 4 here.
Top tips for negotiating generally
- Aim high and be prepared to settle for less.
- Make sure you know what you are asking for and make sure you ask for it.
- Don’t expect to get everything that you ask for.
- Make compromises where possible to allow the negotiations to move forward.
- When in a negotiation, don’t be tempted to fill silence if your manager is thinking or taking time to respond.
- Don’t wait for the last minute before you make your request, allow plenty of time.
- Suggest a trial period, so that you can see if it works out.
- Put yourself in your manager’s shoes, what is reasonable?
- Offer as much flexibility as you can on your side of the proposal, so that your manager knows that you are willing to be flexible too.
When negotiation doesn’t work
A final step may be to look at making a claim in the employment tribunal. With this in mind it is useful to make a note of all conversations with your employer and to put things in writing wherever possible. If in doubt then seek advice before approaching your employer.
If your employer fails to seriously consider your request, or fails to follow the correct procedure, you may be able to bring a claim at employment tribunal. A flexible working claim may sometimes be combined with other claims – for example if a woman is denied part time working, she may be able to claim indirect sex discrimination, so seek advice and remember that there are strict time limits (usually three months less one day from your request being refused) to start a claim.
For an example of the sort of information you will need to provide when bringing a claim in the employment tribunal if your employer has refused your flexible working request, see our example here.
Watch our new film to find out more about your right to request flexible working.
This advice applies in England, Wales, Scotland and Northern Ireland. If you live in another part of the UK, the law may differ. Please call our helpline for more details.