{"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":"flexibilite-du-travail-et-droits-familiaux-des-le-premier-jour-guide-pratique-a-lintention-des-employeurs","status":"publish","type":"insight","link":"https:\/\/rfblegal.co.uk\/fr\/perspectives\/flexibilite-du-travail-et-droits-familiaux-des-le-premier-jour-guide-pratique-a-lintention-des-employeurs\/","title":{"rendered":"Flexibilit\u00e9 du travail et droits familiaux d\u00e8s le premier jour : guide pratique \u00e0 l'intention des employeurs\u00a0"},"content":{"rendered":"<p class=\"wp-block-paragraph\">Les modalit\u00e9s de travail flexibles et les droits en mati\u00e8re de cong\u00e9s familiaux rev\u00eatent une importance croissante pour les employeurs. Les demandes de travail hybride, d\u2019horaires adapt\u00e9s, d\u2019horaires condens\u00e9s, de travail \u00e0 temps partiel, de cong\u00e9 de paternit\u00e9, de cong\u00e9 parental, de cong\u00e9 pour s\u2019occuper d\u2019un proche et de cong\u00e9 pour soins n\u00e9onatals font d\u00e9sormais partie int\u00e9grante de la gestion du lieu de travail.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Pour les employeurs, il ne s'agit pas simplement d'une question d'administration des ressources humaines. Cela implique des risques juridiques, la gestion des relations avec les salari\u00e9s, la coh\u00e9rence des pratiques, la planification des effectifs et la formation des cadres. Si elles ne sont pas g\u00e9r\u00e9es correctement, les demandes de travail flexible et de cong\u00e9s familiaux peuvent donner lieu \u00e0 des griefs, \u00e0 des plaintes pour discrimination, \u00e0 des probl\u00e8mes de rupture de contrat et \u00e0 des recours devant les tribunaux du travail en vertu de la loi de 1996 sur les droits du travail.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">C'est \u00e9galement un moment particuli\u00e8rement important pour les employeurs afin de revoir leur approche. Depuis le 6 avril 2024, les salari\u00e9s peuvent pr\u00e9senter une demande l\u00e9gale d'am\u00e9nagement du temps de travail d\u00e8s le premier jour de leur embauche. \u00c0 compter du 6 avril 2026, le cong\u00e9 de paternit\u00e9 et le cong\u00e9 parental ordinaire sont \u00e9galement devenus des droits acquis d\u00e8s le premier jour. Les employeurs doivent donc s'assurer que leurs politiques, leurs contrats et les directives destin\u00e9es aux responsables refl\u00e8tent la situation actuelle.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Cet article aborde les principaux aspects que les employeurs doivent prendre en compte lorsqu'ils traitent des modalit\u00e9s de travail flexibles et des droits familiaux applicables d\u00e8s le premier jour.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Qu'est-ce que la flexibilit\u00e9 du travail et les droits li\u00e9s \u00e0 la famille ?&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Le travail flexible peut prendre de nombreuses formes. Il peut s'agir notamment du t\u00e9l\u00e9travail, du travail hybride, du temps partiel, de l'horaire comprim\u00e9, des horaires d\u00e9cal\u00e9s, de l'horaire flexible, du partage de poste, de l'ajustement des heures d'arriv\u00e9e et de d\u00e9part ou d'un changement de lieu de travail.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Les droits li\u00e9s \u00e0 la famille peuvent inclure le cong\u00e9 de maternit\u00e9, le cong\u00e9 de paternit\u00e9, le cong\u00e9 d'adoption, le cong\u00e9 parental partag\u00e9, le cong\u00e9 parental ordinaire, le cong\u00e9 pour aidant, le cong\u00e9 pour soins n\u00e9onatals et le cong\u00e9 pour s'occuper de personnes \u00e0 charge. Certains droits concernent des responsabilit\u00e9s familiales pr\u00e9vues, tandis que d'autres s'appliquent en cas de situations d'urgence ou impr\u00e9vues n\u00e9cessitant des soins.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Ce qu'il faut retenir pour les employeurs, c'est que ces demandes recoupent souvent des questions juridiques plus larges. Par exemple, une demande de flexibilit\u00e9 du temps de travail peut \u00e9galement concerner des responsabilit\u00e9s li\u00e9es \u00e0 la garde d'enfants, un handicap, une grossesse, la sant\u00e9 mentale, des responsabilit\u00e9s familiales, la religion ou la m\u00e9nopause. Une telle demande doit donc \u00eatre examin\u00e9e avec soin et ne pas \u00eatre trait\u00e9e comme une simple pr\u00e9f\u00e9rence, en particulier \u00e0 la lumi\u00e8re du projet de loi sur les droits du travail.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Pourquoi les employeurs devraient-ils prendre ces demandes au s\u00e9rieux ?&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Il existe plusieurs raisons pour lesquelles les employeurs devraient prendre au s\u00e9rieux les modalit\u00e9s de travail flexibles et les droits li\u00e9s \u00e0 la vie familiale.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Tout d'abord, il y a le risque juridique. Une demande mal g\u00e9r\u00e9e peut donner lieu \u00e0 des plaintes concernant le travail flexible, la discrimination, le pr\u00e9judice, le licenciement abusif, la rupture de contrat ou un traitement ill\u00e9gal li\u00e9 au cong\u00e9 familial.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Deuxi\u00e8mement, il y a le risque li\u00e9 \u00e0 la gestion. Si les responsables appliquent les politiques de mani\u00e8re incoh\u00e9rente, tardent \u00e0 prendre des d\u00e9cisions ou rejettent des demandes sans justification valable, cela peut nuire \u00e0 la confiance et entra\u00eener des griefs ou un roulement de personnel.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Troisi\u00e8mement, cela repr\u00e9sente une opportunit\u00e9 commerciale. Les employeurs qui traitent les demandes de mani\u00e8re \u00e9quitable et coh\u00e9rente ont plus de chances de fid\u00e9liser leur personnel exp\u00e9riment\u00e9, de soutenir les parents qui travaillent et les aidants, d'am\u00e9liorer le moral des troupes et de r\u00e9duire les co\u00fbts de recrutement.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">En pratique, le principe est simple : la flexibilit\u00e9 du travail et les droits li\u00e9s \u00e0 la vie familiale doivent \u00eatre pris en compte dans la planification des effectifs, et non pas consid\u00e9r\u00e9s comme des faveurs ponctuelles.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Demandes d'am\u00e9nagement du temps de travail&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Les salari\u00e9s peuvent pr\u00e9senter une demande l\u00e9gale d'am\u00e9nagement du temps de travail d\u00e8s leur premier jour de travail. Les employeurs doivent traiter ces demandes de mani\u00e8re raisonnable, consulter le salari\u00e9 avant de rejeter une demande et prendre une d\u00e9cision d\u00e9finitive dans les d\u00e9lais pr\u00e9vus par la loi.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Les salari\u00e9s peuvent pr\u00e9senter deux demandes de travail flexible pr\u00e9vues par la loi au cours d'une p\u00e9riode de douze mois, en exer\u00e7ant ce droit d\u00e8s leur premier jour de travail. Ils ne doivent pas avoir plus d'une demande en cours \u00e0 la fois.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Les employeurs peuvent toujours refuser une demande s'il existe une raison professionnelle valable, mais ils doivent tenir compte du droit de solliciter des modalit\u00e9s de travail flexibles. Toutefois, leur d\u00e9cision doit \u00eatre motiv\u00e9e, \u00e9tay\u00e9e par des preuves et coh\u00e9rente. Les employeurs doivent \u00e9viter les explications g\u00e9n\u00e9riques telles que \u201c cela ne fonctionnerait pas pour l'entreprise \u201d sans en pr\u00e9ciser les raisons.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Lorsqu'ils examinent une demande, les employeurs devraient se poser les questions suivantes :&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>quel changement est demand\u00e9 ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>que la demande soit temporaire ou permanente ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>comment cette organisation affecterait le poste, l'\u00e9quipe et les clients ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>s'il existe des solutions de rechange viables ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>si une p\u00e9riode d'essai serait utile ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>s'il existe un risque de discrimination ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>si cette d\u00e9cision est conforme \u00e0 des demandes similaires.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Une demande d'am\u00e9nagement du temps de travail ne doit pas n\u00e9cessairement \u00eatre accept\u00e9e d'office, mais elle doit faire l'objet d'un examen approfondi.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Les droits de la famille d\u00e8s le premier jour&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Les droits en mati\u00e8re de cong\u00e9s familiaux ont consid\u00e9rablement \u00e9volu\u00e9 ces derni\u00e8res ann\u00e9es. Les employeurs doivent veiller \u00e0 ce que leurs politiques refl\u00e8tent les droits actuels et \u00e0 ce que les responsables sachent quels sont les droits applicables d\u00e8s le premier jour d'emploi.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Depuis le 6 avril 2024, le cong\u00e9 pour aidant familial est un droit acquis d\u00e8s le premier jour d'emploi. Les salari\u00e9s \u00e9ligibles peuvent prendre jusqu'\u00e0 une semaine de cong\u00e9 pour aidant familial non r\u00e9mun\u00e9r\u00e9 au cours d'une p\u00e9riode de 12 mois afin de prodiguer ou d'organiser des soins \u00e0 une personne \u00e0 charge n\u00e9cessitant des soins de longue dur\u00e9e.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Le cong\u00e9 et l'indemnit\u00e9 pour soins n\u00e9onatals sont entr\u00e9s en vigueur pour les b\u00e9b\u00e9s n\u00e9s \u00e0 compter du 6 avril 2025. Le cong\u00e9 pour soins n\u00e9onatals peut donner droit \u00e0 un cong\u00e9 suppl\u00e9mentaire pouvant aller jusqu'\u00e0 12 semaines lorsqu'un b\u00e9b\u00e9 b\u00e9n\u00e9ficie de soins n\u00e9onatals \u00e9ligibles. Le droit au cong\u00e9 de soins n\u00e9onatals s'applique d\u00e8s le premier jour d'emploi, bien que l'indemnit\u00e9 l\u00e9gale de soins n\u00e9onatals soit soumise \u00e0 des r\u00e8gles d'\u00e9ligibilit\u00e9 distinctes.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Depuis le 6 avril 2026, le cong\u00e9 de paternit\u00e9 et le cong\u00e9 parental ordinaire sont acquis d\u00e8s le premier jour. Les employeurs doivent donc v\u00e9rifier si leurs politiques font encore r\u00e9f\u00e9rence \u00e0 des d\u00e9lais d'attente obsol\u00e8tes.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Ces changements rev\u00eatent une importance particuli\u00e8re pour les PME, o\u00f9 les dirigeants ont parfois l'habitude de traiter les demandes de mani\u00e8re informelle ou de se fier aux anciennes formulations du r\u00e8glement int\u00e9rieur.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">G\u00e9rer les demandes de mani\u00e8re \u00e9quitable et coh\u00e9rente&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Les employeurs devraient mettre en place une proc\u00e9dure claire pour traiter les demandes de flexibilit\u00e9 du temps de travail et de cong\u00e9s familiaux. Une proc\u00e9dure \u00e9quitable permet aux responsables de r\u00e9agir de mani\u00e8re coh\u00e9rente et r\u00e9duit le risque de litiges.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Un bon processus devrait comprendre :&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>une proc\u00e9dure claire pour formuler des demandes ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>une r\u00e9ponse rapide \u00e0 la demande ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>une r\u00e9union ou une consultation, le cas \u00e9ch\u00e9ant ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>une prise en compte ad\u00e9quate de la situation de l'employ\u00e9 ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>une d\u00e9cision \u00e9crite ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>des motifs clairs en cas de rejet de la demande ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>un droit de recours, le cas \u00e9ch\u00e9ant ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>les comptes rendus du processus d\u00e9cisionnel.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">La coh\u00e9rence est importante. Si un employ\u00e9 se voit accorder des horaires flexibles, un autre occupant un poste similaire pourrait l\u00e9gitimement se demander pourquoi sa demande a \u00e9t\u00e9 refus\u00e9e. Les employeurs doivent \u00eatre en mesure d'expliquer toute diff\u00e9rence de traitement en se r\u00e9f\u00e9rant au poste concern\u00e9, aux besoins de l'entreprise et \u00e0 des \u00e9l\u00e9ments probants.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Risques de discrimination et de pr\u00e9judice&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">La flexibilit\u00e9 du travail et les droits li\u00e9s \u00e0 la vie familiale recoupent souvent les mesures de protection contre la discrimination, ce qui souligne l'importance de bien comprendre les droits du travail.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Par exemple, le refus d'une demande d'am\u00e9nagement des horaires peut entra\u00eener un risque de discrimination sexuelle indirecte si cette demande est li\u00e9e \u00e0 des responsabilit\u00e9s familiales. Le refus d'une demande de t\u00e9l\u00e9travail ou d'am\u00e9nagement des horaires peut entra\u00eener un risque de discrimination fond\u00e9e sur le handicap lorsque cette demande est li\u00e9e \u00e0 un probl\u00e8me de sant\u00e9. Un traitement d\u00e9favorable \u00e0 l'\u00e9gard d'un salari\u00e9 qui a pris ou demand\u00e9 un cong\u00e9 familial peut \u00e9galement entra\u00eener un risque juridique.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Les employeurs doivent faire preuve d'une vigilance particuli\u00e8re lorsque la demande concerne :&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>grossesse ou maternit\u00e9 ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>les responsabilit\u00e9s li\u00e9es \u00e0 la garde des enfants ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>un handicap ou des probl\u00e8mes de sant\u00e9 chroniques ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>sant\u00e9 mentale ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>neurodiversit\u00e9 ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>les responsabilit\u00e9s li\u00e9es \u00e0 la prise en charge ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>la religion ou les convictions ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>de retour apr\u00e8s un cong\u00e9 parental.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Cela ne signifie pas pour autant que chaque demande doit \u00eatre accept\u00e9e. Cela signifie plut\u00f4t que les employeurs doivent prendre le temps de r\u00e9fl\u00e9chir, examiner le contexte juridique et s'assurer que tout refus puisse \u00eatre justifi\u00e9 par des \u00e9l\u00e9ments de preuve.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Politiques, contrats et formation des responsables&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Les employeurs devraient v\u00e9rifier si leurs contrats de travail, leurs r\u00e8glements du personnel et leurs mod\u00e8les de documents RH sont \u00e0 jour. De nombreuses politiques contiennent encore des r\u00e9f\u00e9rences obsol\u00e8tes aux d\u00e9lais d'acquisition des droits, aux d\u00e9lais de d\u00e9cision ou \u00e0 d'anciennes r\u00e8gles relatives au travail flexible.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Les employeurs devraient envisager de passer en revue :&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>des politiques de flexibilit\u00e9 du temps de travail ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>les politiques en mati\u00e8re de cong\u00e9 de paternit\u00e9 ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>les politiques relatives au cong\u00e9 parental ordinaire ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>les politiques en mati\u00e8re de cong\u00e9s pour s'occuper d'un proche, y compris les dispositions relatives au cong\u00e9 parental non r\u00e9mun\u00e9r\u00e9 ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>les politiques relatives au cong\u00e9 pour soins n\u00e9onatals ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>les politiques en mati\u00e8re de cong\u00e9 de maternit\u00e9, d'adoption et de cong\u00e9 parental partag\u00e9 ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>politiques de travail hybride ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>politiques en mati\u00e8re d'absences et de cong\u00e9s ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>politiques d'\u00e9galit\u00e9 des chances ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>conseils destin\u00e9s aux responsables et mod\u00e8les de lettres.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Les mises \u00e0 jour des politiques sont utiles, mais elles ne suffisent pas si les responsables ne savent pas comment les appliquer dans le respect du droit du travail. Les responsables doivent savoir quand faire appel aux ressources humaines, comment mener des consultations, comment consigner leurs d\u00e9cisions et quand solliciter un avis juridique.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Les erreurs courantes des employeurs&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Les employeurs doivent \u00eatre particuli\u00e8rement attentifs \u00e0 \u00e9viter les erreurs suivantes :&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>en recourant \u00e0 des politiques obsol\u00e8tes en mati\u00e8re de flexibilit\u00e9 du travail ou de cong\u00e9s familiaux ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>en partant du principe que les employ\u00e9s doivent justifier d'une anciennet\u00e9 minimale avant de pouvoir demander un horaire flexible ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>en rejetant les demandes sans consultation s\u00e9rieuse ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>en invoquant des raisons commerciales vagues ou g\u00e9n\u00e9rales ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>ne pas tenir compte des p\u00e9riodes d'essai ou des solutions alternatives ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>traiter des demandes similaires de mani\u00e8re incoh\u00e9rente ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>en n\u00e9gligeant les risques de discrimination ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>sanctionner les employ\u00e9s qui prennent ou demandent un cong\u00e9 familial ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>ne pas mettre \u00e0 jour les contrats ou les r\u00e8glements du personnel ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>ne pas former les responsables aux r\u00e8gles en vigueur.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">De nombreux litiges ne surviennent pas parce que l'employeur avait l'intention d'agir de mani\u00e8re ill\u00e9gale, mais parce que les responsables se sont appuy\u00e9s sur des hypoth\u00e8ses d\u00e9pass\u00e9es ou ont trait\u00e9 les demandes de mani\u00e8re trop informelle.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Mesures pratiques pour les employeurs&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Les employeurs devraient envisager de prendre d\u00e8s maintenant les mesures suivantes :&nbsp;<\/p>\n\n\n\n<ol start=\"1\" class=\"wp-block-list\">\n<li>R\u00e9examiner les politiques relatives \u00e0 la flexibilit\u00e9 du travail et aux cong\u00e9s familiaux.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"2\" class=\"wp-block-list\">\n<li>V\u00e9rifiez si les politiques tiennent compte des droits en mati\u00e8re de travail flexible d\u00e8s le premier jour.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"3\" class=\"wp-block-list\">\n<li>Mettre \u00e0 jour les politiques relatives au cong\u00e9 de paternit\u00e9, au cong\u00e9 parental, au cong\u00e9 pour aidant et au cong\u00e9 pour soins n\u00e9onatals.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"4\" class=\"wp-block-list\">\n<li>Pr\u00e9parez des mod\u00e8les de lettres pour accepter, refuser ou examiner des demandes.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"5\" class=\"wp-block-list\">\n<li>Former les responsables \u00e0 la consultation et \u00e0 la prise de d\u00e9cision.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"6\" class=\"wp-block-list\">\n<li>V\u00e9rifiez si les modalit\u00e9s de travail hybride sont appliqu\u00e9es de mani\u00e8re coh\u00e9rente.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"7\" class=\"wp-block-list\">\n<li>Conservez une trace \u00e9crite des demandes et des d\u00e9cisions.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"8\" class=\"wp-block-list\">\n<li>V\u00e9rifiez si ces refus sont susceptibles d'entra\u00eener un risque de discrimination.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"9\" class=\"wp-block-list\">\n<li>Envisagez des p\u00e9riodes d'essai lorsque cela s'av\u00e8re opportun.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"10\" class=\"wp-block-list\">\n<li>Demandez conseil avant de refuser des demandes complexes ou d\u00e9licates.\u00a0<\/li>\n<\/ol>\n\n\n\n<p class=\"wp-block-paragraph\">La mise en \u0153uvre de ces mesures permet de r\u00e9duire les risques juridiques et aide les employeurs \u00e0 traiter ces demandes avec assurance, \u00e9quit\u00e9 et coh\u00e9rence.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Conclusion&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">La flexibilit\u00e9 du travail et les droits familiaux d\u00e8s le premier jour sont des questions que les employeurs ne peuvent se permettre de traiter \u00e0 la l\u00e9g\u00e8re. Mal g\u00e9r\u00e9es, elles peuvent donner lieu \u00e0 des griefs, \u00e0 des plaintes pour discrimination, \u00e0 des probl\u00e8mes de relations avec le personnel et \u00e0 des risques de poursuites judiciaires. Bien g\u00e9r\u00e9es, elles peuvent aider les employeurs \u00e0 fid\u00e9liser leur personnel, \u00e0 soutenir les parents qui travaillent et les aidants, et \u00e0 cr\u00e9er un environnement de travail plus flexible et plus r\u00e9silient.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Pour les employeurs, l'essentiel est d'agir rapidement, d'\u00e9viter les suppositions et de veiller \u00e0 ce que leurs politiques et leurs pratiques de gestion soient conformes \u00e0 la l\u00e9gislation en vigueur.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Chez Ronald Fletcher Baker, notre \u00e9quipe sp\u00e9cialis\u00e9e en droit du travail conseille les employeurs sur les demandes d'am\u00e9nagement du temps de travail, les politiques en mati\u00e8re de cong\u00e9s familiaux, les r\u00e8glements du personnel, les risques de discrimination, les proc\u00e9dures sur le lieu de travail et les recours devant les tribunaux du travail. Si vous avez besoin de conseils pour mettre \u00e0 jour vos politiques ou pour g\u00e9rer une demande de travail flexible ou de cong\u00e9 familial, nous pouvons vous aider \u00e0 \u00e9valuer les risques et \u00e0 d\u00e9finir une marche \u00e0 suivre concr\u00e8te.&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 4.9.9 - 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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