CIPD consultation response: Make Work Pay: Improving access to flexible working

Most HR respondents at our roundtables felt that the new proposed consultation process that employers must follow when they are unable to accept a statutory flexible working request was reasonable. 

However, there were some further considerations, challenges and gaps including: 

• the need for flexibility of timelines when dealing with shift workers 
• tensions between shop floor and office-based staff 
• gaps around representation and appeals 
• more clarity and guidance on flexible working and the Equality Act (2010) 
• guidance and support for managers in balancing individual and business needs 
• greater flexibility for smaller businesses. 

In terms of government guidance to support flexible working, it would be helpful to have practical guidance for employers and also specific guidance for line managers who often take the lead on requests for flexible working. Our HR roundtable respondents suggest more support and training would be helpful for managers covering both statutory and informal requests for flexible working. This could also include a frequently asked questions section.   

Guidance for employees would also be helpful on flexible working to ensure they understand what flexible options are open to them and to prompt them to consider the potential effect on their team/colleagues and the business. Additional guidance for employees would be helpful on all the areas suggested in this consultation, including case study examples; visual aids, such as flow charts setting out steps to follow in making requests; video clips with short explainers and webinars.