Over a third of female workers in the public sector are denied the option for flexible work arrangements
New Flexible Working Law Set to Empower Women in Public Sector
A groundbreaking change is on the horizon for employees in England, Scotland, and Wales, as the new flexible-working law set to come into force this April gives all employees, including women, a statutory right to request flexible working from their first day at work [1][2][3]. This move is a significant step towards promoting work-life balance and addressing gender disparities in the workplace.
The right to request flexible working is not a new concept in the UK, but the upcoming reforms aim to make it more accessible and meaningful. Previously, employees had to wait for a minimum of six months to request flexible working. However, the new law eliminates this waiting period, ensuring that employees can seek flexibility from day one [3].
Employers must now consult with the employee before refusing a flexible working request and can only do so for one of eight specified business reasons that must be reasonable, based on fair evidence, and explained in writing to the employee [1][2][3]. This stricter consultation process and the requirement for a written explanation for refusal are designed to promote transparency and fairness in the decision-making process.
Moreover, employees can now make up to two flexible working requests per year, with a shortened employer response time from three to two months [2]. The Flexible Working Bill also recognizes various forms of flexible working such as part-time, flexi-time, compressed hours, hybrid or remote work, and even working temporarily from another country [2].
Christina, from UNISON, one of the UK's largest trade unions, has been a vocal advocate for these changes. She believes that allowing women to balance work with caring commitments can improve morale and help employers fill hard-to-recruit jobs. Christina also suggested that a right to work flexibly from day one would be beneficial for both staff and employers, helping bring workplaces into the 21st century [4].
The benefits of flexible working are evident in the responses from the study published last week, which included just over 44,000 women working in the public sector. Over 47% of respondents had requested flexibility to achieve a better work-life balance, while 36% wanted to work flexibly to work around their childcare needs. Furthermore, 37% had done so to look after their mental health [4].
However, the study also revealed that 30% of women working across the public sector in the UK had their requests to work flexibly denied [4]. Common reasons for rejection included not having enough colleagues to cover duties (28%), the fear that flexibility would affect the quality of service provided (more than two fifths), and physical health reasons (29%) [4].
Despite these challenges, Christina remains optimistic. She believes that these reforms are a step in the right direction but wants more to be done. By 2027, further reforms may require public sector employers to implement menopause action plans, gender pay gap reporting enhancements, and protections for pregnant workers—all contributing to a more supportive workplace for women [4].
In conclusion, the new flexible-working law is set to empower women in the UK public sector, offering them greater flexibility and promoting a more balanced and supportive work environment.
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