WRC moves to improve access to part-time and flexible working

Part-time workers make up just over a fifth of the Irish workforce. And women make up two thirds of this figure. The new code of practice has the potential to offer greater opportunities to women, and it will open up the labour market to all parents, carers, older employees, and students.

Why have changes to part-time work been brought in?

The changes reflect the government’s commitment to expanding flexible working opportunities and getting more people back into work. It could add 2.3 million more people to the labour supply.

What are the benefits of hiring part-time staff?

There are many benefits of part-time and flexible working. You’ll be able to recruit skilled workers who might have looked elsewhere. Similarly, you’re more likely to keep your best workers if you can offer them flexible working, reducing the costs of having to recruit and train a replacement.

By encouraging discussion about this policy change, you’ll improve morale and culture and address any perceived barriers to part-time work. After those discussions, you’ll be able to get a policy and framework together and eliminate discrimination.

And flexible working doesn’t just benefit your employees. You’ll be able to match your busy times and staffing needs. You’ll see an increase in productivity and a reduction in absenteeism.

How to comply with the new Code of Practice on Access to Part-Time Working

Best practice is to review your policies around part-time working. You’ll need to document what factors you took into account when you decided part-time working options, the potential for part-time work to contribute to your business success, the barriers, and what you have done to overcome them.

Your policies need to specify how part-time arrangements will work, with a range of objective criteria to determine suitability. Don’t forget to look at roles at all levels of your organisation, including skilled and managerial positions. And think equally about part-time opportunities when a vacancy arises and when a request comes in from a current employee.

You should identify the potential barriers and issues and consider how to overcome them. Considerations could include:

• Demand for part-time work

• Business implications

• Changes to processes

• Differing accommodations and differing levels

• Regulatory or licensing implications

• Development opportunities

• Impact on workload

• The effect on recruitment and morale, for instance if the request is refused and the employee leaves

What should you do if you receive a flexible working request?

Firstly, make sure the person applying knows what information you need. The application should be in writing, and outline the reasons for the request and whether it’s a temporary or permanent change. The employee should also state if the request is urgent.

You should give a reasonable timeframe for consideration, and take account of all relevant factors that apply to employer and employee. These might include caring responsibilities, medical needs, number of employees already working part-time, and business needs.

Other documents you’ll need are the Code for the Right to Request Flexible Working and the Right to Request Remote Working, your equal opportunities policy, and your employee’s contract. You’ll also need to know your employee’s legal rights and entitlements.

Decision and response

After you’ve considered the options, you should make a decision in a timely manner. If you’ve agreed to the request, you’ll need to discuss how it’ll work with the applicant and any other colleagues you think appropriate. You could draw up an agreement with changes to terms and conditions, including pay, annual leave, sick leave, etc.

If you’ve refused the request, you’ll need to make the reasons clear in your response. For instance, if it would have an adverse effect on the operation of the business, or lead to staffing difficulties. You’ll also need to have an appeals process, for instance in your grievance procedures.

How BrightHR can help

With the right HR software, you can streamline your rotas and improve coordination, track hours accurately to reduce payroll errors, and access a document library with the templates you’ll need to remain legally compliant.

Want to check if your policies and procedures are up to date? Get in touch with BrightHR today.