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How to deal with flexible working requests

Meet your legal obligations

Download our white paper to learn how to comply with the law on flexible working and for tips on leveraging flexible working to benefit your business.

Flexible working has the potential to bring benefits to both employers and employees alike.

Successful adoption of flexible working practices can increase workforce productivity, lower absenteeism and improve employee engagement, but there can also be challenges for employers. 

In this white paper, our HR & employment law experts share insight into how to comply with your legal obligations when dealing with requests for flexibility, including process guidance and refusals. We also look at how employers can approach flexible working for commercial advantage. 

Download our guide and discover:

  • How to meet your legal obligations as an employer when managing flexible working requests.
  • How to refuse flexible working requests. 
  • What are the legal risks associated with flexible working?
  • Common employer mistakes to avoid. 
  • What should a flexible working policy include?
  • How your organisation could benefit from flexible working practices. 

Download Now

Simply fill out the form below to receive your free guide.

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About DavidsonMorris

As employer solutions lawyers, DavidsonMorris offers a complete and cost-effective capability to meet employers’ needs across UK immigration and employment law, HR and global mobility.

Led by Anne Morris, one of the UK’s preeminent immigration lawyers, and with rankings in The Legal 500 and Chambers & Partners, we’re a multi-disciplinary team helping organisations to meet their people objectives, while reducing legal risk and nurturing workforce relations.

Legal Disclaimer

The matters contained in this article are intended to be for general information purposes only. This article does not constitute legal advice, nor is it a complete or authoritative statement of the law, and should not be treated as such. Whilst every effort is made to ensure that the information is correct at the time of writing, no warranty, express or implied, is given as to its accuracy and no liability is accepted for any error or omission. Before acting on any of the information contained herein, expert legal advice should be sought.

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