Hello, my name is***** am a qualified lawyer and I will be assisting you with your question today.
Hi there. Apologies for the slight delay. Please can you tell me how long you have worked there for? Thank you
OK, thank you for your response. As we are practising lawyers and do this in our spare time there may be a slight delay in getting back to you as I am in the final day of a complex trial today so may not be out until late. Rest assured that I am dealing with your query and will respond as soon as I can, no later than tomorrow at the latest. Please do not respond to this message as it will just push your question to the back of the queue and you may experience unnecessary delays. Thank you for your understanding
Many thanks for your patience. When a formal flexible working request is made, an employer can only reject it on a limited number of grounds. These are:
· Planned structural changes
· The burden of additional costs
· A detrimental impact on quality
· The inability to recruit additional staff
· A detrimental impact on performance
· The inability to reorganise work among existing staff
· A detrimental effect on ability to meet customer demand
· Lack of work during the periods the employee proposes to work
In addition, the employer has a duty to explain their rejection in writing. They must state why the specific business ground applies in the circumstances and include the key facts about their decision. These should be accurate and relevant to the reason used.
However, when selecting the ground for refusal the test is a subjective one on the part of the employer. If the employer considers that one of the grounds applies, then the test is satisfied. The test does not create any requirement of reasonableness into the employer's judgment. It would appear that only if the employer's view is based on incorrect facts, could the decision actually be challenged.
Therefore, if the employer has not relied on one of the set grounds to justify their refusal, or the facts they have used are incorrect or unreasonable, the decision can be appealed first before a formal grievance is raised. If that does not help, a claim can be made to an employment tribunal. The available grounds to challenge their decision are:
· The employer failed to hold a meeting, notify their decision or offer a right of appeal
· The reason for refusal was not for one of the allowed reasons
· The rejection was based on incorrect facts
The claim should be presented to the tribunal within 3 months of either the procedural breach or of the date on which the employee is notified of the appeal decision.
This is your basic legal position. I have more detailed advice for you in terms of the steps you must take if you wish to pursue this further, which I wish to discuss so please take a second to leave a positive rating for the service so far (by selecting 3, 4 or 5 stars) and I can continue with that and answer any further questions you may have. Don’t worry, there is no extra cost and leaving a rating will not close the question and we can continue this discussion. Thank you
Hi there, The Acas Code suggests that employers should consider requests carefully, looking at the benefits of the requested changes for the employee and the employer's business and weighing these against any adverse business impact of implementing them. This is just a recommendation though. In selecting the ground for refusal the wording of the statute suggests that the test is a subjective one on the part of the employer. If the employer considers that one of the grounds applies, then the test is satisfied. The test does not on the face of it import any question of reasonableness into this judgment. It would appear that, assuming one of the eight reasons is given, an employee could only challenge the employer's decision if the employer's view is based on incorrect facts.
In the end that is a decision only you can make. You do have ACAS available for free negotiations but arter that you may wish to leave it rather than starting pay out for tribunals
You are most welcome, all the best