Indicator - FL Memo
Telephone: (01233) 653500. Fax: (01233) 647100 customer.services@indicator-flm.co.uk - www.indicator-flm.co.uk
Calgarth House, 39-41 Bank Street, Ashford, Kent TN23 1DQ VAT GB 726 598 394. Registered in England. Company Registration No. 3599719
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[loyalty_time] => <strong>Contact online support for any issues relating to the use of this online solution</strong>, for example logging in, using the search facility, understanding how the resources differ, how to save content, etc. <br />
If you have a <strong>technical question</strong> about <strong>content</strong>, please contact our <strong>dedicated Helpline</strong>.<br />
Mariam, your online support, can be <strong>contacted during normal business hours</strong>:
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Search - Tips & Advice Business Database
In September 2019 the TUC stated that “at least one in three flexible working requests are rejected”. What’s often forgotten is that a request must be valid or it can be rejected. What does this
mean?
An employee who was denied permanent homeworking by her employer following her flexible working request has lost her employment tribunal claim. What does this mean for similar flexible working
requests?
In a 2016 case the employee - who was returning from maternity leave - had asked for an evenings-only homeworking arrangement. When this was rejected she claimed sex discrimination. Why did she lose?
Six months ago one of your employees made a statutory flexible working request, which was refused. They’ve now made another application - this time on different grounds. Do you have to give it the
time of day?
You can turn down a job share request if you can show that you’ve balanced the discriminatory effect of your refusal against its justification. But in light of new case law, what evidence of this
balancing process must you produce?
On 30 June 2014 the right to request flexible working will be extended to all employees. Could you save yourself the hassle of dealing with any applications by having a “no flexible working requests”
rule?
The Employment Appeal Tribunal has held that an employer’s decision to withdraw a flexible working arrangement from a female employee because her children are now at school was wrong. Why?
Whilst you’re required to consider flexible working requests, many employers still don’t. What lessons in poor practice can you learn from a recent case?