Flexible Working April 2024
In this section
- 12. Informing the Employee of the Outcome
- 13. Trial Periods
- 14. Business Grounds for Refusing a Request
- 15. Appeal
- 16. Informing the Employee of the Outcome
- 17. Declined Applications
- 18. Extension of Time Limits
- 19. Withdrawal of an Application
- 20. Ensuring Equality of Opportunity
- Appendix 1
- Appendix 2
1. Introduction
Under the provisions set out in the Children and Families Act 2014 and the Flexible Working (Amendment) Regulations 2023, all employees have a statutory right to ask their employer for a permanent change to their contractual terms and conditions of employment to work flexibly.
Carmarthenshire County Council has a statutory duty to consider all such applications.
This statutory right does not provide an automatic right to work flexibly. The Authority will work with employees to try and reach mutually acceptable flexible working arrangements that meet the needs of both parties. However, there may be circumstances where a request to work flexibly may be declined due to business reasons and these will be clearly explained during the application procedure.
The statutory right aims to facilitate discussion and encourage both the employee and the line manager to consider alternative flexible working patterns and to find a solution that suits both parties.