A fifth of mothers forced to quit their job after request is rejected, research finds
One in five working mums have been forced to leave their jobs after their request to work flexibly was rejected, according to research from specialist jobs website Workingmums.co.uk.
The survey with more than 2,300 working mothers revealed that 38 per cent of respondents still on maternity leave would not return to their jobs if flexible working wasn't granted and 47 per cent were unsure what they would do.
However, despite the importance of securing flexible working, 46 per cent of women still on maternity leave had not discussed it with their manager yet.
Results showed that 58 per cent said it was the most important factor for their career progression, up from 52 per cent in 2014, confirming the importance of this flexible option for women with children.
The right to request flexible working was extended to all employees last year but the policy has a less rigid timetable for employers and no statutory right to appeal if a request is turned down.
Yet of the women whose requests were rejected more than half said they felt the reasons given were unjustified and 13 per cent who appealed were successful. But the majority of women, 77 per cent, didn't appeal.
But why should employers approve more requests? People Management asks workingmums.co.uk founder Gillian Nissim.
It makes business sense
“The impact of refusing flexible working requests is a real business issue. You can see from the survey figures organisations are losing talent," says Nissim. “They are losing people they’ve spent time and money training, people with knowledge about the business. On top of that these women want to work, there’s a real appetite among mums to continue working.”
She says flexible working is not always about going part-time. It can be about working more flexibly than the typical nine to five office hours.
"Managers sometimes refuse flexible working requests because of fear of a change in the status quo of the team. But employers can do more to support their managers and employees in dealing with flexible working requests. It shouldn’t be seen as something that is a favour for employees or just in their interest, it is in the employers interest as well."
Avoid tribunal claims
There is no longer a statutory right to appeal a flexible working decision, which can open employers up to an employment tribunal claim when a request is rejected. The government recommends using the tribunal process when a women feels they have been discriminated against, something that is more likely when an individual feels the refusal was unjustified.
Nissim says: “Acas recommends that employers offer appeals because that will help show that they’re handling requests in the right way. And employers can help to mitigate claims by entering into a conversation about why a request has been turned down.”
Ensure everyone has the right information
Legislation requires employees to show that they have thought about the effect that their changing working patterns might have on the business. “So it’s about ensuing employees know about that and are supported," Nissim explains.
"HR can really help in supporting line managers, educating them and helping them to understand the business benefits and to think outside the box and to think about how flexible working can work within their team. HR can also help managers think about how to open up the conversation about flexible working with relevant team members so they feel supported.”
By raising awareness among your employees and managers about their rights on requesting flexible working you will ensure requests are dealt with appropriately. Acas has information about employee rights, as does gov.uk and workingmums.co.uk.
Learn from best practice employers
“We work with a large number of employers who embrace the benefits of flexible working,” says Nissim.
“For these employers it is not just seen an employee benefit, they see it as a benefit to the business. For example in terms of retaining staff, as there’s a cost associated with that, and increased loyalty, motivation and productivity.
“Employers have been really creative about how they approach it in sectors that have traditionally been male dominated or continue to be.”
Companies that are embracing it include BAE Systems, Bank of America and Merrill Lynch.