{"id":9781,"date":"2026-06-05T15:19:46","date_gmt":"2026-06-05T15:19:46","guid":{"rendered":"https:\/\/rfblegal.co.uk\/?post_type=insight&#038;p=9781"},"modified":"2026-06-05T15:39:45","modified_gmt":"2026-06-05T15:39:45","slug":"flexible-arbeitszeiten-und-familienrechte-vom-ersten-tag-an-ein-praktischer-leitfaden-fur-arbeitgeber","status":"publish","type":"insight","link":"https:\/\/rfblegal.co.uk\/de\/einblicke\/flexible-arbeitszeiten-und-familienrechte-vom-ersten-tag-an-ein-praktischer-leitfaden-fur-arbeitgeber\/","title":{"rendered":"Flexibles Arbeiten und Familienrechte ab dem ersten Tag: Ein praktischer Leitfaden f\u00fcr Arbeitgeber\u00a0"},"content":{"rendered":"<p class=\"wp-block-paragraph\">Flexible working and family leave rights are becoming increasingly&nbsp;important issues&nbsp;for employers. Requests for hybrid working, adjusted hours, compressed hours, part-time arrangements, paternity leave, parental leave, carer\u2019s&nbsp;leave&nbsp;and neonatal care leave are now a regular part of <a href=\"https:\/\/rfblegal.co.uk\/de\/einblicke\/ki-am-arbeitsplatz-ein-praktischer-leitfaden-fur-arbeitgeber\/\">workplace<\/a> management.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For employers, this is not simply an HR administration issue. It involves legal risk, employee relations, consistency, workforce&nbsp;planning&nbsp;and management training. If handled incorrectly, flexible working and family leave requests can lead to grievances, discrimination <a href=\"https:\/\/rfblegal.co.uk\/de\/beschwerden\/\">complaints<\/a>, <a href=\"https:\/\/rfblegal.co.uk\/de\/einblicke\/was-zu-tun-ist-wenn-ihr-gewerblicher-mieter-gegen-den-mietvertrag-verstost\/\">breach<\/a> of contract issues and employment tribunal claims&nbsp;under the employment rights act 1996.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This is also a particularly&nbsp;important time&nbsp;for employers to review their approach. Since 6 <a href=\"https:\/\/rfblegal.co.uk\/de\/einblicke\/reform-des-britischen-gesellschaftsrechts-ab-april-2026-was-unternehmen-und-geschaftsfuhrer-wissen-mussen\/\">April<\/a> 2024, employees have been able to make a <a href=\"https:\/\/rfblegal.co.uk\/de\/einblicke\/beratung-von-vermietern-und-verwaltern-zu-gesetzlichen-belastigungen\/\">statutory<\/a> flexible working request from the first day of employment. From 6 April 2026, paternity leave and ordinary parental leave also became day-one rights. Employers should therefore ensure that policies,&nbsp;contracts&nbsp;and manager guidance reflect the current position.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In diesem Artikel werden die wichtigsten Aspekte behandelt, die Arbeitgeber im Zusammenhang mit flexiblen Arbeitsmodellen und Familienrechten ab dem ersten Arbeitstag beachten sollten.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Was versteht man unter flexiblen Arbeitsmodellen und Familienrechten?&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Flexible working can include a wide range of arrangements. This may include working from home, hybrid working, part-time hours, compressed hours, staggered hours, flexitime, job sharing, adjusted start and finish times or changes to working <a href=\"https:\/\/rfblegal.co.uk\/de\/standort\/\">Standort<\/a>.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Family rights may include maternity leave, paternity leave, <a href=\"https:\/\/rfblegal.co.uk\/de\/dienstleistungen\/personenrecht\/scheidung-familie\/leihmutterschaft-fruchtbarkeit-und-adoption\/\">adoption<\/a> leave, shared parental leave, ordinary parental leave, carer\u2019s leave, neonatal care&nbsp;leave&nbsp;and time off for dependants. Some rights relate to planned family responsibilities, while others apply where urgent or unexpected caring issues arise.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The&nbsp;important point&nbsp;for employers is that these requests often overlap with wider legal issues. For example, a flexible working request may also involve childcare responsibilities, disability, pregnancy, mental health, caring responsibilities,&nbsp;religion&nbsp;or menopause. A request should therefore be considered carefully and not treated as a simple preference, especially&nbsp;in light of&nbsp;the employment rights <a href=\"https:\/\/rfblegal.co.uk\/de\/einblicke\/das-gesetz-uber-die-rechte-von-mietern-welche-anderungen-hat-die-arbeit-vorgenommen\/\">bill<\/a>.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Warum sollten Arbeitgeber diese Anliegen ernst nehmen?&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Es gibt mehrere Gr\u00fcnde, warum Arbeitgeber flexible Arbeitsmodelle und Familienrechte ernst nehmen sollten.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">First, there is the legal risk. A mishandled request may lead to <a href=\"https:\/\/rfblegal.co.uk\/de\/einblicke\/mangelanspruche-ein-leitfaden-fur-private-wohnungsvermieter\/\">claims<\/a> relating to flexible working, discrimination, detriment, <a href=\"https:\/\/rfblegal.co.uk\/de\/dienstleistungen\/personenrecht\/beschaftigung\/ungerechtfertigte-entlassung\/\">unfair dismissal<\/a>, breach of contract or unlawful treatment connected with family leave.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Secondly, there is the management risk. If managers apply policies inconsistently, delay <a href=\"https:\/\/rfblegal.co.uk\/de\/einblicke\/konnen-unternehmen-mit-einem-geschaftsfuhrer-und-einer-mustersatzung-gultige-entscheidungen-treffen\/\">decisions<\/a> or reject requests without proper reasoning, this can damage <a href=\"https:\/\/rfblegal.co.uk\/de\/kategorie\/treuhanddienstleistungen\/\">trust<\/a> and lead to grievances or staff turnover.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Thirdly, there is a <a href=\"https:\/\/rfblegal.co.uk\/de\/dienstleistungen\/wirtschaftsrecht\/geschaft-mit-immobilienstreitigkeiten\/gewerbliche-nutzer\/\">kommerziell<\/a> opportunity. Employers who handle requests fairly and consistently are more likely to&nbsp;retain&nbsp;experienced staff, <a href=\"https:\/\/rfblegal.co.uk\/de\/tag\/support-staff\/\">Unterst\u00fctzung<\/a> working <a href=\"https:\/\/rfblegal.co.uk\/de\/einblicke\/wenn-eltern-einen-kalten-entzug-machen\/\">parents<\/a> and carers, improve morale and reduce recruitment costs.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The practical point is simple: flexible working and family rights should be managed as part of workforce <a href=\"https:\/\/rfblegal.co.uk\/de\/einblicke\/ein-testament-aufsetzen-und-fur-die-zukunft-vorsorgen\/\">planning<\/a>, not treated as ad hoc favours.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Antr\u00e4ge auf flexible Arbeitszeiten&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Arbeitnehmer k\u00f6nnen ab dem ersten Tag ihres Arbeitsverh\u00e4ltnisses einen Antrag auf flexible Arbeitszeitgestaltung gem\u00e4\u00df den gesetzlichen Bestimmungen stellen. Arbeitgeber m\u00fcssen solche Antr\u00e4ge nach vern\u00fcnftigem Ermessen pr\u00fcfen, den Arbeitnehmer vor einer Ablehnung konsultieren und innerhalb der gesetzlich vorgeschriebenen Frist eine endg\u00fcltige Entscheidung treffen.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Employees can make two statutory flexible working requests in any 12-month period,&nbsp;exercising their day one <a href=\"https:\/\/rfblegal.co.uk\/de\/einblicke\/das-vorkaufsrecht-wichtige-erkenntnisse-fur-vermieter-und-mieter\/\">right<\/a>.&nbsp;They should not have more than one live statutory request at the same time.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Employers can still refuse a request where there is a genuine <a href=\"https:\/\/rfblegal.co.uk\/de\/einblicke\/qa-vertrage\/\">business<\/a> reason,&nbsp;but they must consider the right to request flexible working.&nbsp;However, the decision should be reasoned,&nbsp;evidenced&nbsp;and consistent. Employers should avoid generic explanations such as \u201cit would not work for the business\u201d without explaining why.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Bei der Pr\u00fcfung eines Antrags sollten Arbeitgeber folgende Fragen stellen:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Welche \u00c4nderung wird beantragt?;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>whether the request is temporary or <a href=\"https:\/\/rfblegal.co.uk\/de\/wissensbasis\/brexit-eu-und-ewr-antrage-daueraufenthaltskarte-und-rechtsbehelfe\/\">permanent<\/a>;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>how the arrangement would affect the role,\u00a0<a href=\"https:\/\/rfblegal.co.uk\/de\/tag\/prozess-team-dj\/\">team<\/a>\u00a0and customers;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>ob es praktische Alternativen gibt;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>ob eine Probezeit hilfreich w\u00e4re;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>ob ein Diskriminierungsrisiko besteht;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>ob die Entscheidung mit \u00e4hnlichen Antr\u00e4gen im Einklang steht.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Ein Antrag auf flexible Arbeitszeiten muss nicht automatisch genehmigt werden, sollte aber sorgf\u00e4ltig gepr\u00fcft werden.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Familienrechte vom ersten Tag an&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Die Anspr\u00fcche auf Familienurlaub haben sich in den letzten Jahren erheblich weiterentwickelt. Arbeitgeber sollten sicherstellen, dass ihre Richtlinien den aktuellen Anspr\u00fcchen entsprechen und dass F\u00fchrungskr\u00e4fte bereits ab dem ersten Arbeitstag wissen, welche Rechte gelten.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Seit dem 6. April 2024 besteht der Anspruch auf Pflegeurlaub ab dem ersten Arbeitstag. Berechtigte Arbeitnehmer k\u00f6nnen innerhalb eines Zeitraums von 12 Monaten bis zu einer Woche unbezahlten Pflegeurlaub nehmen, um eine pflegebed\u00fcrftige Person mit langfristigem Pflegebedarf zu betreuen oder deren Pflege zu organisieren.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Der Elternurlaub zur Neugeborenenpflege und die entsprechende Verg\u00fctung gelten f\u00fcr Babys, die am oder nach dem 6. April 2025 geboren wurden. Der Elternurlaub zur Neugeborenenpflege kann bis zu 12 Wochen zus\u00e4tzlichen Urlaub gew\u00e4hren, wenn ein Baby eine anspruchsbegr\u00fcndende Neugeborenenpflege erh\u00e4lt. Der Anspruch auf Neugeborenenpflegeurlaub besteht ab dem ersten Tag des Arbeitsverh\u00e4ltnisses, wobei f\u00fcr die gesetzliche Neugeborenenpflegeverg\u00fctung gesonderte Anspruchsvoraussetzungen gelten.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Seit dem 6. April 2026 gelten Vaterschaftsurlaub und der allgemeine Elternurlaub als Anspr\u00fcche, die ab dem ersten Tag bestehen. Das bedeutet, dass Arbeitgeber pr\u00fcfen sollten, ob in ihren Richtlinien noch auf veraltete Wartezeiten verwiesen wird.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Diese \u00c4nderungen sind besonders wichtig f\u00fcr KMU, in denen F\u00fchrungskr\u00e4fte m\u00f6glicherweise daran gew\u00f6hnt sind, Anfragen informell zu bearbeiten oder sich auf alte Formulierungen im Handbuch zu st\u00fctzen.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Anfragen fair und einheitlich bearbeiten&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Employers should have a clear process for <a href=\"https:\/\/rfblegal.co.uk\/de\/wissensbasis\/welche-rechtlichen-verpflichtungen-hat-der-vermieter-bei-der-behandlung-von-feuchtigkeit-und-schimmel\/\">handling<\/a> flexible working and family leave requests. A fair process helps managers respond consistently and reduces the risk of disputes.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Ein guter Prozess sollte Folgendes umfassen:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>ein klarer Weg f\u00fcr die Einreichung von Antr\u00e4gen;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>umgehende Best\u00e4tigung des Antrags;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>gegebenenfalls eine Besprechung oder Beratung;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>proper <a href=\"https:\/\/rfblegal.co.uk\/de\/einblicke\/schutz-der-aufgeschobenen-gegenleistung-bei-einem-aktienverkauf\/\">consideration<\/a> of the employee\u2019s circumstances;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>eine schriftliche Entscheidung;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>eindeutige Gr\u00fcnde, falls der Antrag abgelehnt wird;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>a right of <a href=\"https:\/\/rfblegal.co.uk\/de\/einblicke\/sieg-vor-dem-arbeitsgericht\/\">appeal<\/a> where\u00a0appropriate;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Aufzeichnungen \u00fcber den Entscheidungsprozess.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Consistency is important. If one employee is allowed to work flexibly, <a href=\"https:\/\/rfblegal.co.uk\/de\/einblicke\/ein-weiteres-erfolgreiches-buro-fur-die-registrierung-von-studenten\/\">another<\/a> employee in a similar role may&nbsp;reasonably ask&nbsp;why their request has been refused. Employers should be able to explain any difference in treatment by reference to the role, business&nbsp;need&nbsp;and <a href=\"https:\/\/rfblegal.co.uk\/de\/einblicke\/abschnitt-28-die-zunehmende-verwendung-von-voraufgezeichneten-beweismitteln-in-strafverfahren-teil-2\/\">evidence<\/a>.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Risiken im Zusammenhang mit Diskriminierung und Benachteiligung&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Flexible working and family rights often overlap with discrimination <a href=\"https:\/\/rfblegal.co.uk\/de\/einblicke\/rechte-und-schutz-von-minderheitsaktionaren\/\">protections<\/a>, emphasising the <a href=\"https:\/\/rfblegal.co.uk\/de\/einblicke\/die-bedeutung-von-aktionarsvereinbarungen\/\">importance<\/a> von <a href=\"https:\/\/rfblegal.co.uk\/de\/einblicke\/uberbruckungskredite-als-sicherheitsnetz-fur-kreditnehmer-in-not-verstehen\/\">understanding<\/a> employment rights.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For example, refusing a request to adjust hours may create indirect sex discrimination risk if the request relates to childcare responsibilities. Refusing a homeworking or adjusted-hours request may create <a href=\"https:\/\/rfblegal.co.uk\/de\/dienstleistungen\/personenrecht\/beschaftigung\/diskriminierung-ethnie-behinderung-schwangerschaft-geschlecht-philosophische-uberzeugungen\/\">disability discrimination<\/a> risk where the request is connected to a health condition. Poor treatment because an employee has taken or requested family leave may also create legal risk.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Arbeitgeber sollten besonders vorsichtig sein, wenn eine Anfrage mit folgenden Punkten in Zusammenhang steht:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Schwangerschaft oder Mutterschaft;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Verantwortlichkeiten im Bereich der Kinderbetreuung;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>disability or long-term health <a href=\"https:\/\/rfblegal.co.uk\/de\/kundenkontodaten\/\">conditions<\/a>;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>psychische Gesundheit;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/rfblegal.co.uk\/de\/einblicke\/neurodiversitat-am-arbeitsplatz-ein-praktischer-leitfaden-fur-arbeitgeber\/\">neurodiversity<\/a>;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Betreuungsaufgaben;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Religion oder Weltanschauung;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>nach der R\u00fcckkehr aus der Elternzeit.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">This does not mean <a href=\"https:\/\/rfblegal.co.uk\/de\/einblicke\/das-mieterschutzgesetz-2025-was-jeder-vermieter-wissen-muss\/\">every<\/a> request must be accepted. It does mean employers should pause, consider the legal&nbsp;context&nbsp;and ensure any <a href=\"https:\/\/rfblegal.co.uk\/de\/wissensbasis\/was-ist-ein-vorkaufsrecht\/\">refusal<\/a> can be justified with evidence.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Richtlinien, Vertr\u00e4ge und Schulungen f\u00fcr F\u00fchrungskr\u00e4fte&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Employers should check whether their <a href=\"https:\/\/rfblegal.co.uk\/de\/dienstleistungen\/wirtschaftsrecht\/beschaftigungsbetrieb\/arbeitsvertrage\/\">employment contracts<\/a>, <a href=\"https:\/\/rfblegal.co.uk\/de\/dienstleistungen\/wirtschaftsrecht\/beschaftigungsbetrieb\/personalhandbucher-politik-und-verfahren\/\">staff handbooks<\/a> and HR templates are up to date. Many policies still&nbsp;contain&nbsp;outdated references to qualifying periods, decision&nbsp;timescales&nbsp;or old flexible working rules.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Arbeitgeber sollten erw\u00e4gen, Folgendes zu \u00fcberpr\u00fcfen:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>flexible Arbeitsmodelle;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Regelungen zum Vaterschaftsurlaub;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>allgemeine Regelungen zum Elternurlaub;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Regelungen zum Pflegeurlaub, einschlie\u00dflich Bestimmungen zum unbezahlten Elternurlaub;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Richtlinien zum Elternurlaub nach der Geburt;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Richtlinien zu Mutterschafts-, Adoptions- und Elternzeitregelungen;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Richtlinien zum hybriden Arbeiten;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Richtlinien zu Abwesenheiten und Freistellungen;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Ma\u00dfnahmen zur Chancengleichheit;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Anleitungen f\u00fcr F\u00fchrungskr\u00e4fte und Musterbriefe.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Aktualisierungen der Richtlinien sind zwar n\u00fctzlich, reichen jedoch nicht aus, wenn F\u00fchrungskr\u00e4fte nicht wissen, wie sie diese im Einklang mit dem Arbeitsrecht umsetzen sollen. F\u00fchrungskr\u00e4fte sollten wissen, wann sie die Personalabteilung hinzuziehen m\u00fcssen, wie sie Konsultationen durchf\u00fchren, wie sie Entscheidungen dokumentieren und wann sie rechtlichen Rat einholen sollten.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">H\u00e4ufige Fehler, die Arbeitgeber machen&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Arbeitgeber sollten besonders darauf achten, die folgenden Fehler zu vermeiden:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>durch veraltete Regelungen zu flexiblen Arbeitsmodellen oder Familienurlaub;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>unter der Annahme, dass Mitarbeiter eine Mindestbesch\u00e4ftigungsdauer nachweisen m\u00fcssen, bevor sie einen Antrag auf flexible Arbeitszeit stellen k\u00f6nnen;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Antr\u00e4ge ohne sinnvolle Anh\u00f6rung abzulehnen;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>vage oder allgemeine gesch\u00e4ftliche Gr\u00fcnde anf\u00fchren;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>das Vers\u00e4umnis, Probezeiten oder Alternativen in Betracht zu ziehen;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u00e4hnliche Anfragen uneinheitlich zu behandeln;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Diskriminierungsrisiken au\u00dfer Acht lassen;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Mitarbeiter daf\u00fcr zu bestrafen, dass sie Familienurlaub nehmen oder beantragen;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>das Vers\u00e4umnis, Vertr\u00e4ge oder Mitarbeiterhandb\u00fccher zu aktualisieren;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>das Vers\u00e4umnis, F\u00fchrungskr\u00e4fte in den geltenden Vorschriften zu schulen.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Viele Streitf\u00e4lle entstehen nicht, weil der Arbeitgeber die Absicht hatte, rechtswidrig zu handeln, sondern weil F\u00fchrungskr\u00e4fte sich auf veraltete Annahmen st\u00fctzten oder mit Anfragen zu locker umgingen.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Praktische Hinweise f\u00fcr Arbeitgeber&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Arbeitgeber sollten erw\u00e4gen, bereits jetzt folgende Ma\u00dfnahmen zu ergreifen:&nbsp;<\/p>\n\n\n\n<ol start=\"1\" class=\"wp-block-list\">\n<li>\u00dcberpr\u00fcfen Sie die Richtlinien zu flexiblen Arbeitsmodellen und Familienurlaub.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"2\" class=\"wp-block-list\">\n<li>Pr\u00fcfen Sie, ob die Richtlinien die Rechte auf flexible Arbeitsgestaltung ab dem ersten Arbeitstag widerspiegeln.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"3\" class=\"wp-block-list\">\n<li>Aktualisierung der Richtlinien zu Vaterschaftsurlaub, Elternzeit, Pflegeurlaub und Neugeborenenpflegeurlaub.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"4\" class=\"wp-block-list\">\n<li>Erstellen Sie Musterbriefe f\u00fcr die Annahme, Ablehnung und Er\u00f6rterung von Anfragen.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"5\" class=\"wp-block-list\">\n<li>Schulen Sie F\u00fchrungskr\u00e4fte in den Bereichen Beratung und Entscheidungsfindung.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"6\" class=\"wp-block-list\">\n<li>Pr\u00fcfen Sie, ob hybride Arbeitsmodelle einheitlich angewendet werden.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"7\" class=\"wp-block-list\">\n<li>F\u00fchren Sie schriftliche Aufzeichnungen \u00fcber Antr\u00e4ge und Entscheidungen.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"8\" class=\"wp-block-list\">\n<li>Pr\u00fcfen Sie, ob Ablehnungen ein Diskriminierungsrisiko darstellen k\u00f6nnten.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"9\" class=\"wp-block-list\">\n<li>Ziehen Sie gegebenenfalls Probezeiten in Betracht.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"10\" class=\"wp-block-list\">\n<li>Lassen Sie sich beraten, bevor Sie komplexe oder heikle Anfragen ablehnen.\u00a0<\/li>\n<\/ol>\n\n\n\n<p class=\"wp-block-paragraph\">Durch diese Ma\u00dfnahmen lassen sich rechtliche Risiken verringern und Arbeitgeber k\u00f6nnen Anfragen selbstbewusst, fair und einheitlich bearbeiten.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Schlussfolgerung&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Flexible Arbeitsmodelle und Familienrechte ab dem ersten Arbeitstag sind Themen, die Arbeitgeber nicht auf die leichte Schulter nehmen d\u00fcrfen. Werden sie unsachgem\u00e4\u00df gehandhabt, k\u00f6nnen sie zu Beschwerden, Diskriminierungsklagen, Problemen in den Mitarbeiterbeziehungen und dem Risiko von Gerichtsverfahren f\u00fchren. Bei richtiger Handhabung k\u00f6nnen sie Arbeitgebern dabei helfen, Mitarbeiter zu binden, berufst\u00e4tige Eltern und Pflegepersonen zu unterst\u00fctzen und einen flexibleren und widerstandsf\u00e4higeren Arbeitsplatz zu schaffen.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">F\u00fcr Arbeitgeber ist es entscheidend, fr\u00fchzeitig zu handeln, Vermutungen zu vermeiden und sicherzustellen, dass Richtlinien und Managementpraktiken der aktuellen Rechtslage entsprechen.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">At Ronald <a href=\"https:\/\/rfblegal.co.uk\/de\/\">Fletcher<\/a> Baker, our Employment Team advises employers on flexible working requests, family leave policies, staff handbooks, discrimination risk, workplace&nbsp;procedures&nbsp;and employment <a href=\"https:\/\/rfblegal.co.uk\/de\/dienstleistungen\/personenrecht\/beschaftigung\/anspruche-vor-dem-arbeitsgericht\/\">tribunal claims<\/a>. If you&nbsp;require&nbsp;advice on updating your policies or managing a flexible working or family leave request, we can help you assess the risks and&nbsp;identify&nbsp;a practical way forward.&nbsp;<\/p>","protected":false},"author":12,"featured_media":9782,"parent":0,"menu_order":0,"template":"","format":"standard","meta":{"_acf_changed":false,"om_disable_all_campaigns":false,"_uf_show_specific_survey":0,"_uf_disable_surveys":false,"footnotes":""},"categories":[67],"tags":[],"class_list":["post-9781","insight","type-insight","status-publish","format-standard","has-post-thumbnail","hentry","category-employment"],"acf":[],"aioseo_notices":[],"aioseo_head":"\n\t\t<!-- All in One SEO 4.9.10 - aioseo.com -->\n\t<meta name=\"description\" content=\"Flexible working and family leave rights are becoming increasingly important issues for employers. 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