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Mothers flexible working

16/06/2008

BOSSES concerned about the implications of staff with children working flexible hours need to think carefully about their situation.

This advice comes from Bolton law firm Kippax Beaumont Lewis (KBL), which not only warns local employers about their statutory duties in this area but has just welcomed back one of its own solicitors on flexible terms.

Thirty-two year-old Helen Marsh is an Associate in the commercial property department and has just returned to her job after seven months’ maternity leave following the birth of her first child, Joe. Instead of five days a week, she now works three days in the Mawdsley Street office and half a day at home “but I get more done in my half day than I do in a full day in the office because there aren’t the same distractions,” she stated.

Helen has been with KBL for almost eight years and completed her training there. “If I hadn’t been able to have flexible working I would have struggled because of childcare arrangements,” she added. “I love my work and I’m enjoying this way of working. KBL is a very family-orientated company anyway and I think it can be a good system for many firms because they retain experienced employees rather than losing them.”

KBL employment law expert John Hassells said: “Parents with children under six or a disabled child under 18 have a right to request flexible working arrangements. “The parents must be responsible for the child as a parent/guardian/foster parent and have worked for the employer for 26 weeks continuously before making the request. Since April, 2007, carers of an adult have had a similar right to request flexible working arrangements.” Parents also have rights to parental leave - blocks of unpaid leave to care for young children - or to care for dependants in emergencies. Employers don’t have to agree to these requests but, added John, “they must take requests seriously and follow a strict procedure.”

If employers get the procedure wrong, the employee will be entitled to an award of eight weeks pay and the employer could also be open to costly claims for discrimination. Stated John: “Any employer thinking about refusing a request should ensure he or she sets out compelling and justifiable reasons. It’s a good idea to seek legal advice as the consequences of getting things wrong could be significant.”

ENDS For more information, please contact Gill Hart or Kirsty Carss at KBL on 01204 527777