Predictable Working Pattern Policy
In this section
- 1. Introduction
- 2. Scope
- 3. Eligibility
- 4. The number of statutory requests allowed
- 5. The statutory right to request flexible working for employees
- 6. Making a predictable working pattern application
- 7. Considering a request for a predictable working pattern
- 8. Meeting to discuss a request
- 9. Communicating a decision about a request
- 10. Handling an appeal
- 11. Allowing a worker to be accompanied
- 12. Deciding requests within the statutory one-month decision making period
- 13. Deciding requests where the worker’s contract ends during the statutory one-month decision making period
- 14. Ensuring equality of opportunity
7. Considering a request for a predictable working pattern
Every request must be handled in a reasonable manner. This should include:
- consideration of your current working pattern – this includes, for example, whether you have already been regularly working broadly the same hours, days, or times, or working for the Authority under a series of fixed-term contracts.
- assessing the effect of the requested change for both you and the service, including the potential benefits and other impacts of accepting or rejecting it.
Your manager must accept a predictable working pattern request unless there is a genuine business reason not to. A decision to reject a request must be for one or more of the following business reasons which are set out in the Employment Rights Act 1996:
- the burden of additional costs.
- a detrimental effect on ability to meet customer demand.
- a detrimental effect on the recruitment of staff.
- a detrimental effect on other aspects of the business.
- insufficient work available for the periods the worker proposes to work.
- planned structural changes to the business.
Your manager may also reject a request for other reasons where your contract ends during the statutory one-month decision period for requests. See paragraph 13 for further information.
Where your manager is considering rejecting a request, they should consider whether there are alternative and suitable arrangements for providing more predictability. If there are, they should discuss this with you. Your manager should seek advice from a HR Business Partner before rejecting a request.