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
15. Appeal
Where the line manager turns down an application, the employee has the right to appeal against the decision. This must be done in writing, to the appropriate Director or nominated representative setting out the grounds for the appeal, following receipt of the written notice of the decision (employees should complete Form FW (D)).
The appropriate Director or nominated representative will hear the appeal with advice from the Assistant Chief Executive (People Management) or nominated representative.
An appeal meeting will then be convened within following receipt of the letter of appeal (Form FW (D)). The employee may request to be accompanied at the appeal by a recognised trade union representative or official, or work colleague. Please see section 10 above.
Where new information is presented to the appeal, which supports the ground(s) for the appeal, this will be considered. For instance, where the original application has been refused due to the inability to reorganise work among existing staff or was due to the inability to recruit additional staff; and another employee has since elected to return to work following maternity leave on a part time basis and is prepared to cover the hours.
In circumstances where the employee does not attend an appeal meeting without notification and does not provide a reasonable explanation within seven calendar days the Director or nominated representative should write to the employee confirming that the appeal is treated as withdrawn.