Work and the Family
Flexible Working
If you have a child under the age of 6, or a child who is disabled and under the age of 18, you are able to consult with your employer regarding flexible working hours. You must initiate this, and it must be done in writing.
Your employer may already have a flexible working policy, but if (s)he doesn't, you are advised to negotiate flexible working with the help of your union.
However, in negotiation proceedings, you are only allowed to be accompanied by a co-worker. It is illegal for your employer to refuse to allow you to be accompanied.
Flexible working covers a range of possibilities, from working at home, to flexitime, to job-sharing. The type of flexible working you can apply for will depend on the nature of your work.
Unfortunately, employers have a wide range of legitimate reasons to not grant you flexible work. These include additional costs, inability to hire new staff, detriment to customer service and lower quality output. They must inform you in writing as to the reasons they have refused your application, and you have the right to contest this decision internally or in an Employment Tribunal if need be.
Dependants' leave and Childcare
In legal terms, a dependant is one of the following:
- A child.
- Husband or wife.
- A parent.
- Any other person who lives in the same household.
- Anyone who relies on you in some way due to mental or physical illness or accident.
If you require urgent leave to look after a dependant (including in the event of the death of a dependant), you will not be paid unless your contract states so.
In terms of day-to-day childcare needs, your employer is under no obligation to provide childcare while you are at work. If you are having trouble with balancing work and children, you may be eligible for dependants leave.
Alternatively, you may also be eligible for maternity leave or paternity leave.