Flexible Working and the Law

Employment - Flexible Working and the Law

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Flexible working is transforming the world of work and the Uk Government has announced that in April 2009, it plans to increase the right to invite flexible working to parents of all children up to 16. This means that millions more employees will soon be flexible working and the days of working 9-5 in the office will be a distant memory for many.

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Employment

But many employers are unsure about their legal responsibilities in this new world of flexible working.

The straightforward reply is that they are exactly the same - even if your worker is now teleworking from a garden office at their home or from a WiFi hotspot whilst they are working on the move.

The company has beyond doubt the same duty of care to the worker whether they are working on the company's premises or teleworking from a remote location. This includes if they are working at a home office, a garden office or at an Internet café somewhere on the M5.

It is news to many employers that all condition & safety menagerial (Hse) workplace legislation includes workplaces in the home and that they will need to think afresh about their procedures, in order to fully embrace flexible working within their company and minimize risk.

Risk assessments should still be carried out for example on all display screen tool that your worker is using. What's more, if your company has a course of Pat (Portable Appliance Testing) electrical equipment, then tool used in a home office should be tested as well. And any procedures your company may have for accident reporting and so on should still apply when your employees are flexible working or teleworking.

In fact, it is worth knowing that every single one of your legal responsibilities in the workplace are carried into a flexible working environment, along with condition & Safety, Data safety and Discrimination.

Overall, there are many advantages of flexible working and it represents a huge opening for businesses, addition productivity and enhancing work life balance for employees. However, as with all change, it demands new mental and a fresh approach, which can be challenging.

One of the challenges is rethinking the way that the law now applies to your company and redefining the place of work to consist of remote locations.

A very good beginning point is to ask your worker to faultless a self- estimate checklist of the places where they will be flexible working coarse sense and care will help avoid most potential pitfalls and a lawyer should be consulted for advice on any areas that remain unclear. One of the biggest dangers facing those flexible working at remote locations is the straightforward and inescapable danger of trailing leads and wires.

Apart from condition and Safety, the other main area where employers are often concerned is how flexible working will affect the tax or assurance situation.

In fact, there are commonly no tax implications for employees who are remote working or working from a home office. If the worker is given tool to work flexibly, possibly a laptop for example, and this is also put to personal use this could incur a benefit in kind tax liability, so that is something to watch out for.

Importantly, employees who work from home should all the time post their home insurer, especially if there is further significant tool now kept in the house.

There can be significant tax implications if an worker working from a home office starts to claim things like a proportion of council tax, rates and décor for the home office. This could then make the worker come to be liable for capital gains tax when the property is sold - a situation they will beyond doubt want to avoid!

Finally, employers often wonder if they need to contribute a new compact of employment if their worker is now flexible working.

In a nutshell, the reply is 'No'. Provided the existing compact is legal, the manager can contribute a ' Flexible working agreement' covering matters like the extent of flexible working the agreed ways in which an worker will be contactable when flexible working whether or not the flexible working arrangements are for a minuscule trial duration and so on.

By getting up to speed with the legal and tax implications of flexible working and taking heed of a few straightforward guidelines, businesses can step confidently into the brave new world of flexible working enjoying addition productivity and improved staff retention as a result.

I hope you get new knowledge about Employment. Where you may put to use in your daily life. And most of all, your reaction is passed about Employment.

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Flexible Working possession - Sme Hr sick amount Two

Employment - Flexible Working possession - Sme Hr sick amount Two

Hi friends. Today, I learned about Employment - Flexible Working possession - Sme Hr sick amount Two. Which may be very helpful for me and you. Flexible Working possession - Sme Hr sick amount Two

Recent changes in flexible working legislation have been confusing for some people. And there are many pregnant women and new mums who wrongly think they have a right to return to work part-time if they wish to. Many small employers call our pay as you go Hr aid for advice on what to do about this misconception. Here's what we advise. There is no automatic right to return to work part-time if the woman was previously a full-time employee. But maternity returners are entitled to:

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Employment

1. Return to their former job.
2. Request flexible working provided they have 26 weeks' aid with you. The Employment Act 2002, the basis of flexible working legislation, allows those who have parental accountability for a child under 16, or a disabled child under 18 to make such a flexible working request.

Flexible working arrangements cover a range of different work patterns along with part-time hours such as a later start and earlier finish, or mornings or afternoon-only working. It also describes flexible working arrangements such as:

• Flexi-time - a flexible advent to starting and finishing times allowing extra hours to be banked and taken off later.
• Staggered hours - employees have different start and conclude times and take breaks at different times, allowing the workplace to be covered for longer hours.
• Compressed working hours - employees compress a general working week into fewer days.
• Job sharing - two population do a job regularly done by one.
• Time off in lieu or banked hours - allows an worker to take time off to compensate for extra hours worked.
• Term-time working - parents remain on a permanent covenant but take leave during school holidays (both paid and unpaid).
• Additional leave entitlement - someone else way of dealing with school holidays for working parents. Salaries are re-calculated to take account of extra leave.
• Career breaks or sabbaticals - regularly in the form of unpaid time off.
• Working from home.

To request flexible working Uk workers need to apply in writing. They should state they are making the application under the statutory right to request a flexible working pattern. Their application should also give details of the flexible working required and the date they want to start. It should account for what effects this will have on the boss and how the effects may be dealt with. Details of any previous applications should also be declared.

If your worker makes such a request, you need to:

• Acknowledge receipt of the request.
• Ask for the request to be resubmitted if any data is missing.
• Arrange a meeting with the worker within 28 days of receiving the request to discuss it - your worker has the right to be accompanied by a trade union rep or colleague.
• Consider the request and rule if the company can adapt the flexible working arrangement.

If you rule to agree to the new flexible working arrangement set a date when this permanent turn to the employee's terms and conditions of employment will take effect. If you rule against the application wise up your worker in writing and give the reasons for your decision. These may include:

• The burden of additional costs.
• A detrimental impact on the company's quality to meet buyer demand, quality or performance.
• An inability to re-organise work among staff.
• An inability to recruit additional staff.
• An scantness of work during new work hours.
• Planned structural changes.

The worker then has 14 days from receipt of the letter to appeal against your decision. They do not have the right to make someone else application for someone else 12 months. To minimise misunderstanding about this area of the law it is sensible to have a clear flexible working policy in place that is communicated to everybody in the business.

I hope you will get new knowledge about Employment. Where you can put to easy use in your daily life. And most importantly, your reaction is passed about Employment.

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