As discussed in our previous article on the changes to leave
entitlements under the amendments to the Employment Relations Act
2000, the modern workforce has many different variations of working
hours and arrangements.
The changes to leave entitlements reflect this, as do the
changes to flexible working requests. Flexible working arrangements
reflect the fact that even with varied shift patterns of work or
ways of working for groups of employees, an individual may seek a
specific change to accommodate a desire to balance work with
Flexible working requests are for arrangements relating to the
hours an employee works, the days and times an employee works or
the location an employee works at. Flexible working requests are
for a permanent change in an employee's working arrangement and
can only to be changed by mutual agreement. Flexible working
requests are not required for an occasional change to working hours
The relevant changes to flexible working requests under the
amendments to the Employment Relations Act 2000 are:
Previous situation: Need to have care of any other person.
Amendments: Anyone can make a request for flexible working
Previous situation: Requirement to have been in the role for 6
Amendments: Can make a request at any time.
Previous situation: An employee could only make 1 request in a
12 month period.
Amendments: Now no limit on the number of requests an employee
In general, the amendments simply mean any employee can request
flexible working arrangements, at any time and as often as they
The other key change is that employers must now respond to a
flexible working request within 1 month (this was previously a 3
month period). The part that hasn't changed however is the
basis for assessing a request; the grounds listed in s69AAF(2) of
the Employment Relations Act 2000 remain as the relevant criteria.
These grounds include such things as the inability to reorganise
work or recruit additional staff, detrimental impact on quality,
performance or customer demand, and cost.
So, in our opinion, it appears that not much has changed in
respect of employers' obligations when considering a request
but there is likely to be an increase in the amount of requests
employers receive. This may impact on how employers decide who will
be given flexible working hours. Will it be on a first in first
served basis? Does the increase or potential increase in
applications mean an employer should consider the bigger picture to
ensure all employees are being treated equally and ensure that
there are no issues of disparity or discrimination?
In some respects the easing of the requirements for employees
for making a request for flexible working may in the end mean an
employer will have great pressures to balance when making decisions
about granting such requests.
The content of this article is intended to provide a general
guide to the subject matter. Specialist advice should be sought
about your specific circumstances.
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