The school run, the nursery pick up, the GP appointment you can only get at 10am. For many working mums, flexibility is not a nice extra. It is the thing that makes work possible at all.
The good news is that the law is on your side more than ever. The trick is asking in a way that makes it easy for your employer to say yes.
Your Rights in a Nutshell
In Great Britain, every employee has the right to ask for flexible working from their first day in a new job. You can make two requests in any 12 month period.
Your employer must:
- deal with your request in a reasonable manner
- talk to you about it before refusing
- give you a decision within two months, unless you both agree to extend this
They can only say no for one of eight business reasons set out in law, such as extra costs, an inability to reorganise work among other staff, or a detrimental effect on quality or performance.
Flexible working is not just part time hours. It can mean compressed hours, flexitime, hybrid or home working, job sharing, term time working or staggered start times.
Before You Write Your Request
Go in prepared. Ask yourself:
- What exactly do I want, and from when?
- How will my work still get done?
- What might my manager worry about, and how can I answer that?
- Is there a colleague with a similar pattern that already works?
Think like your manager. Their main concern is usually not you. It is cover, deadlines and fairness to the rest of the team.
What to Put in Your Request
Your request should be in writing, by email or letter. Include:
- The date of your request and that it is a statutory flexible working request.
- The change you are asking for, such as “working 8am to 3.30pm, Monday to Thursday”.
- The date you would like it to start.
- Whether you have made a request before, and when.
You are no longer legally required to explain how the change would affect the business. Doing so anyway is often wise, because it answers the questions your manager will have. A short paragraph on how you will cover meetings, stay reachable and hand over urgent work goes a long way.
Suggest a Trial Period
If your manager is hesitant, offer a three month trial with a review date. It lowers the risk for them and gives you the chance to prove it works. Keep a simple record of what you deliver during the trial.
If the Answer Is No
Ask for the reasons in writing and check they match one of the eight business reasons. Ask whether a different pattern would work. You can also appeal internally if your employer has an appeal process.
If you believe your request was not handled properly, or a refusal feels like it is really about you being a mum, get advice. ACAS offers free, confidential guidance on its helpline and website.
What You Cannot Control
You cannot control your employer’s decision or their business pressures. You can control how clear, professional and well prepared your request is.
Asking for flexibility is not asking for a favour. It is asking for a way of working that lets you give your best at work and at home. That benefits everyone, your employer included.
Read next: Back From Maternity Leave: Your First 30 Days and You Now Have Six Months, Not Three: The New Tribunal Time Limit.
Know your rights at work. Our Mums Legal Friend templates include ready to use letters for flexible working requests and appeals. See the templates. This post is general information, not legal advice.
