Flexible working

New and updated

• Date:

  16 August 2016

  Type:

  Commentary and insights

  Flexible working: balancing an individual's request against the impact on the rest of the workforce

  Consultant editor Darren Newman considers a recent indirect sex discrimination case that highlights the problems that an employer can face when it has to balance the working-pattern requests of individual employees against the needs of the workforce as a whole, and its need to provide an effective service.

• Type:

  FAQs

  When calculating their gender pay gap, should employers use the actual pay of part-time workers, or a full-time equivalent figure?

• Type:

  Employment law cases

  Case round-up

  Amanda Steadman is a professional support lawyer, Iain Naylor, Lucy Sorell and Rachael Wake are associates, and Jessica-Alice Curtis is a trainee solicitor at Addleshaw Goddard LLP. They round up the latest rulings.

• Type:

  FAQs

  What is a sabbatical?

• Type:

  FAQs

  Must an employee provide a reason when making a statutory request for flexible working?

• Type:

  FAQs

  What should an employer do if it receives more than one flexible working request and cannot accommodate them all?

• Type:

  FAQs

  If an employer agrees to a flexible working request, does it have to issue a new contract of employment to the employee?

• Type:

  FAQs

  What tribunal claims might an employee bring where the employer has failed to consider their request for flexible working?

• Type:

  FAQs

  Are agency workers eligible to make a statutory flexible working request?

• Type:

  FAQs

  What are the risks for an employer of refusing a request for flexible working from a male employee, when female employees' requests have previously been accepted?