The University, via your manager, has a statutory duty to seriously consider your flexible working request and cannot reject it outright. ‘Serious consideration’ means considering your request against operational needs and whether those needs would still be able to be met under your proposed arrangement. The flexible working application form asks you to state what you think the impact of your proposal will be, and to include your suggestions for how work could be managed to minimise any impact on quality and performance.
Often requests and business needs will be compatible or, if not, a compromise can usually be reached. There is, however, no automatic right to a flexible working arrangement and managers can, after serious consideration, reject a request on the basis of any of the following eight statutory business grounds:
· Burden of additional costs
· Detrimental effect on the ability to meet customer demand
· Inability to re-organise work among existing staff
· Inability to recruit additional staff
· Detrimental impact on quality
· Detrimental impact on performance
· Insufficiency of work during the periods the employee proposes to work
· Planned structural changes
Managers should provide evidence of how a particular business ground(s) prevents the request from being viable.