Working Mums & Dads: Eligibility for Flexible Work Arrangements

One of the things I have truly appreciated since having kids is flexibility with my work. This stood out for me a few weeks ago when I attended my sons first school assembly and there were hardly any parents there, even though we got texted the night before about it. All the new kids, including my son, were called out to the stage to receive a certificate and I felt really privileged to be able to share this moment.

I thought I'd take the time to detail the Flexible Working Arrangements which employees may be eligible for. These minimum conditions are part of the National Employment Standards which cover everyone in the national workplace system.

Flexible Working Arrangements include:

• working less hours or changing the start and finish times
• working from home
• job sharing or splitting work shifts

Eligibility: 

• Parents who care for school children or disabled children under 18 years of age; AND
• Employed with current employer for at least 12 months or a casual employee who has been employed regularly and systematically for at least 12 months and is likely to continue working regularly.

Negotiating Flexible Working Arrangements:

The legislation requires employees to ask their employer in writing, giving details of the change you want and reasons why you're asking for the change.

Your employer has 21 days to accept or refuse your request. Employers are only allowed to refuse on 'reasonable business grounds' and they have to provide reasons.

Tips - Fair Work Australia encourage employees and employers to talk about their working arrangements and where possible reach an agreement that meets both their needs. In negotiating a win/win scenario highlight the ways the arrangement could benefit the employer, don't just talk about how good it will be for you because you can work in your pyjamas all day. Possible positives for the employer could include increased productivity, decreased costs such as office space or wages, establishing a positive culture and moral, decrease in staff turnover.

Reasonable business grounds to refuse?

Employers need to look at the following issues to justify refusing a flexible working arrangement:

• how the change would affect the workplace's finances, efficiency, productivity and customer service
• how easy it is for current staff to cover work
• how easy it is to find someone else to do the work
• the arrangements needed to accommodate the employees request.

If you would like to read more about Flexible Working Arrangements click here.

Good-luck with your negotiations!