Flexible working : Convincing employers

Selling the benefits of flexible working

Evidence suggests that the vast majority of employers would be happy to consider an application for flexible working. However, in many cases employers will have concerns over the business impact of flexible work patterns. If you are going to approach your employer to ask about flexible working it is important that you are prepared to address their concerns and sell the benefits of flexible working. 

You should start by considering the situation from your employer’s perspective. Are there good business reasons on which they could refuse your request? Is it possible to find solutions to their concerns or can you compromise on the kind of flexible work you are proposing?

You may find it helpful to emphasise the benefits of flexible working from an employer’s perspective. These include:

• greater loyalty of the workforce;
• falling absenteeism and increased retention of staff;
• increased productivity from motivated staff;
• ability to increase skills in the organisation by recruiting more staff with a wider range of talents;
• lower stress levels;
• increased recruitment of staff and better brand image for the organisation.

You may also like to consider identifying sources of information or support for your employer. Organisations like Advisory, Conciliation and Arbitration Service (ACAS)  and Business Link  provide advice to employers on flexible working.

A good place to start to build a case for flexible working is the flexible working tool available on Do you have the statutory right to request flexible working?

Flexible employers

Flexible working options are widely available in all sectors. Historically, the public sector has championed flexible working with a wide range of part-time and term-time only options. However, increasingly flexible working options are being provided by private sector companies as part of additional benefits packages designed to attract the best candidates. Some companies emphasise their flexible working policies in order to demonstrate their corporate and social responsibility and to develop a reputation for being an ethical business.
 
Although flexible working is widely available it is worth checking the record of individual employers as the kind of options available may vary. You will also want to check that employers are delivering on their flexible working promises rather than just using them to attract candidates.

Some employers have a particularly strong record with offering flexible working practices. Every year the charity Working Families  publishes its list of the top employers for flexible working practices.

For case studies of employers who have instigated flexible working procedures successfully, see:

• The Work Foundation  
• Equality and Human Rights Commission - Advice and Guidance  
• Think Fathers report by the Department for Work and Pensions.

How to apply for flexible working

If you are interested in applying for flexible working you should check if you have a statutory right to apply as this will involve following a set procedure. Details are available on the Directgov - Flexible Working: Making an application  website. You should also check whether your employer has a flexible working policy as this may offer additional guidance.

In general you should:

• apply well in advance as the process can take several months;
• consider your preferred option(s) and be prepared to negotiate if necessary;
• anticipate any concerns your employer may have and prepare to answer these;
• identify examples of similar organisations or roles where flexible working has been introduced successfully;
• consider talking to colleagues who may be able to provide advice and support, particularly if they have previously applied for flexible working;
• consider an informal conversation with your line manager or with HR before you make a formal application;
• make an application in writing (either on paper or electronically), giving details of the kind of flexible pattern you would like to adopt, any reasons you have for the request and your preferred start date;
• explain how you believe changing your pattern of work would affect your employer and how this could be dealt with;
• be prepared to appeal if your request is turned down.