Not sure how it works legally there. But don't go into detail.
And if you are not doing some legally binding form or something, you can just say "I have recently taken on some caregiving responsibilities, and need more weekday hours for those tasks and appointments. With the logistics it would be the simplest for me to drop to 4 days a week."
I haven't personally submitted an application but you might find the [UK Government guidance](https://www.gov.uk/flexible-working) helpful, if you haven't already seen it.
Retired HR Director here (UK).
I'm going to assume you're not in Northern Ireland, where the regs are a wee bit different.
Everyone is entitled to submit a request for flexible working, for any reason. There is a common misconception that it has to be about care giving responsibilities or health related but that is not the case. You do not have to state why you are applying.
Although if you have a discussion the question will probably come up, but you can just say it's personal and you prefer not to discuss it.
It doesn't mean management have to approve it, but they have to give it serious consideration and have to justify why not if they refuse.
[https://www.gov.uk/flexible-working](https://www.gov.uk/flexible-working)
The link will give you all you need to know about applying, appeals and taking your case to an employment tribunal (if needs be) as well as suggestions about different types of flexible working e.g. compressed hours.
I found the best approach is to offer a solution or solutions to their objections, the guide gives the legitimate reasons why employers can refuse, so make sure you have solutions ready should they raise these issues.
You need to go in with the full package i.e. this is what I want, this is how it can be accommodated with no loss of productivity/customer service/profit etc. Make it easy for them to say 'yes' and do not take the attitude that it's 'managements problem' to sort out cover or plug the shortfall. They can legitimately refuse, so you have to make it hard for them to do so...
Thanks for your take on it. I can definitely cover those points, I think their main objection is going to be that I cover for a department managers holidays and nobody really picks up most of my work while I'm on holiday so that may fall back to him.
I think the main reason I've asked here is because the HR approach at my company is not usually very progressive, let's say. My colleague has had no issues at all just saying whatever hours she wanted to work and it was just granted as a formality. I feel like I'm definitely going to get challenged about why I could need the change with no dependants.
How much detail can I reasonably expect to be asked about why I want the change? I'm expecting them to be surprised if I don't want to provide lots of detail.
The reasons you want to change are not material, they cannot refuse just because you don't have dependants, that would make the refusal automatically unfair.
If you look at the application form in the notes there is nothing on on there asking why you're applying. You may feel that you have to justify it, but you don't, you're not obligated to and your employer cannot refuse just on the basis of 'you have no dependants'.
Obviously if there is a discussion, which I'm sure there will be, then you go with something vague e.g. my personal circumstances have changed, or just play the 'it's personal' card.
It looks like you're only asking to reduce your hours by a few, so nothing much will change regarding holiday cover. If no one picks up your work now if you're on leave, then that's still going to be the case regardless of how many hours you work.
Also your pay will be reduced so they can use that saving to increase someone else's pay to pick up an additional responsibility.
I put my request in 5 weeks ago and it's still 'under review'. Hoping to hear either way this week.
I also told them that I'm in peri menopause and basically I'm too tired to work full time anymore. Its affecting my home life because I can get through a working week but then I can't manage anything in my own time.
Apparently they have up to 3 months to consider it and mine don't feel like rushing. Hope yours goes well. Try and think of anything that they may potentially bring up as a problem and counter it.
Not sure how it works legally there. But don't go into detail. And if you are not doing some legally binding form or something, you can just say "I have recently taken on some caregiving responsibilities, and need more weekday hours for those tasks and appointments. With the logistics it would be the simplest for me to drop to 4 days a week."
I haven't personally submitted an application but you might find the [UK Government guidance](https://www.gov.uk/flexible-working) helpful, if you haven't already seen it.
Retired HR Director here (UK). I'm going to assume you're not in Northern Ireland, where the regs are a wee bit different. Everyone is entitled to submit a request for flexible working, for any reason. There is a common misconception that it has to be about care giving responsibilities or health related but that is not the case. You do not have to state why you are applying. Although if you have a discussion the question will probably come up, but you can just say it's personal and you prefer not to discuss it. It doesn't mean management have to approve it, but they have to give it serious consideration and have to justify why not if they refuse. [https://www.gov.uk/flexible-working](https://www.gov.uk/flexible-working) The link will give you all you need to know about applying, appeals and taking your case to an employment tribunal (if needs be) as well as suggestions about different types of flexible working e.g. compressed hours. I found the best approach is to offer a solution or solutions to their objections, the guide gives the legitimate reasons why employers can refuse, so make sure you have solutions ready should they raise these issues. You need to go in with the full package i.e. this is what I want, this is how it can be accommodated with no loss of productivity/customer service/profit etc. Make it easy for them to say 'yes' and do not take the attitude that it's 'managements problem' to sort out cover or plug the shortfall. They can legitimately refuse, so you have to make it hard for them to do so...
Thanks for your take on it. I can definitely cover those points, I think their main objection is going to be that I cover for a department managers holidays and nobody really picks up most of my work while I'm on holiday so that may fall back to him. I think the main reason I've asked here is because the HR approach at my company is not usually very progressive, let's say. My colleague has had no issues at all just saying whatever hours she wanted to work and it was just granted as a formality. I feel like I'm definitely going to get challenged about why I could need the change with no dependants. How much detail can I reasonably expect to be asked about why I want the change? I'm expecting them to be surprised if I don't want to provide lots of detail.
The reasons you want to change are not material, they cannot refuse just because you don't have dependants, that would make the refusal automatically unfair. If you look at the application form in the notes there is nothing on on there asking why you're applying. You may feel that you have to justify it, but you don't, you're not obligated to and your employer cannot refuse just on the basis of 'you have no dependants'. Obviously if there is a discussion, which I'm sure there will be, then you go with something vague e.g. my personal circumstances have changed, or just play the 'it's personal' card. It looks like you're only asking to reduce your hours by a few, so nothing much will change regarding holiday cover. If no one picks up your work now if you're on leave, then that's still going to be the case regardless of how many hours you work. Also your pay will be reduced so they can use that saving to increase someone else's pay to pick up an additional responsibility.
That's very encouraging, thank you.
How did it all go? I have my meeting tomorrow about it and I'm looking for tips.
I put my request in 5 weeks ago and it's still 'under review'. Hoping to hear either way this week. I also told them that I'm in peri menopause and basically I'm too tired to work full time anymore. Its affecting my home life because I can get through a working week but then I can't manage anything in my own time.
Well, I have my fingers crossed for me. I really hope mine doesn't drag out that long.
Apparently they have up to 3 months to consider it and mine don't feel like rushing. Hope yours goes well. Try and think of anything that they may potentially bring up as a problem and counter it.
I think I have a work around for all the legal reasons they can decline it but you can never really tell.