{"id":9781,"date":"2026-06-05T15:19:46","date_gmt":"2026-06-05T15:19:46","guid":{"rendered":"https:\/\/rfblegal.co.uk\/?post_type=insight&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":"

Flexible working and family leave rights are becoming increasingly important issues for employers. Requests for hybrid working, adjusted hours, compressed hours, part-time arrangements, paternity leave, parental leave, carer\u2019s leave and neonatal care leave are now a regular part of workplace<\/a> management. <\/p>\n\n\n\n

For employers, this is not simply an HR administration issue. It involves legal risk, employee relations, consistency, workforce planning and management training. If handled incorrectly, flexible working and family leave requests can lead to grievances, discrimination complaints<\/a>, breach<\/a> of contract issues and employment tribunal claims under the employment rights act 1996. <\/p>\n\n\n\n

This is also a particularly important time for employers to review their approach. Since 6 April<\/a> 2024, employees have been able to make a 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, contracts and manager guidance reflect the current position. <\/p>\n\n\n\n

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. <\/p>\n\n\n\n

Qu'est-ce que la flexibilit\u00e9 du travail et les droits li\u00e9s \u00e0 la famille ? <\/h2>\n\n\n\n

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 localisation<\/a>. <\/p>\n\n\n\n

Family rights may include maternity leave, paternity leave, adoption<\/a> leave, shared parental leave, ordinary parental leave, carer\u2019s leave, neonatal care leave and time off for dependants. Some rights relate to planned family responsibilities, while others apply where urgent or unexpected caring issues arise. <\/p>\n\n\n\n

The important point 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, religion or menopause. A request should therefore be considered carefully and not treated as a simple preference, especially in light of the employment rights bill<\/a>. <\/p>\n\n\n\n

Pourquoi les employeurs devraient-ils prendre ces demandes au s\u00e9rieux ? <\/h2>\n\n\n\n

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. <\/p>\n\n\n\n

First, there is the legal risk. A mishandled request may lead to claims<\/a> relating to flexible working, discrimination, detriment, unfair dismissal<\/a>, breach of contract or unlawful treatment connected with family leave. <\/p>\n\n\n\n

Secondly, there is the management risk. If managers apply policies inconsistently, delay decisions<\/a> or reject requests without proper reasoning, this can damage trust<\/a> and lead to grievances or staff turnover. <\/p>\n\n\n\n

Thirdly, there is a commercial<\/a> opportunity. Employers who handle requests fairly and consistently are more likely to retain experienced staff, assistance<\/a> working parents<\/a> and carers, improve morale and reduce recruitment costs. <\/p>\n\n\n\n

The practical point is simple: flexible working and family rights should be managed as part of workforce planning<\/a>, not treated as ad hoc favours. <\/p>\n\n\n\n

Demandes d'am\u00e9nagement du temps de travail <\/h2>\n\n\n\n

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. <\/p>\n\n\n\n

Employees can make two statutory flexible working requests in any 12-month period, exercising their day one right<\/a>. They should not have more than one live statutory request at the same time. <\/p>\n\n\n\n

Employers can still refuse a request where there is a genuine business<\/a> reason, but they must consider the right to request flexible working. However, the decision should be reasoned, evidenced and consistent. Employers should avoid generic explanations such as \u201cit would not work for the business\u201d without explaining why. <\/p>\n\n\n\n

Lorsqu'ils examinent une demande, les employeurs devraient se poser les questions suivantes : <\/p>\n\n\n\n