{"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":"lavoro-flessibile-e-diritti-familiari-fin-dal-primo-giorno-una-guida-pratica-per-i-datori-di-lavoro","status":"publish","type":"insight","link":"https:\/\/rfblegal.co.uk\/it\/approfondimenti\/lavoro-flessibile-e-diritti-familiari-fin-dal-primo-giorno-una-guida-pratica-per-i-datori-di-lavoro\/","title":{"rendered":"Lavoro flessibile e diritti familiari fin dal primo giorno: una guida pratica per i datori di lavoro\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\/it\/approfondimenti\/ai-in-the-workplace-a-practical-guide-for-employers\/\">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\/it\/reclami\/\">complaints<\/a>, <a href=\"https:\/\/rfblegal.co.uk\/it\/approfondimenti\/cosa-fare-se-il-vostro-inquilino-commerciale-viola-il-contratto-di-locazione\/\">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\/it\/approfondimenti\/riforme-del-diritto-societario-del-regno-unito-a-partire-dallaprile-2026-cosa-devono-sapere-le-imprese-e-gli-amministratori\/\">April<\/a> 2024, employees have been able to make a <a href=\"https:\/\/rfblegal.co.uk\/it\/approfondimenti\/consulenza-legale-sui-disturbi-per-locatori-e-agenti-di-gestione\/\">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\">Questo articolo esamina gli aspetti fondamentali di cui i datori di lavoro dovrebbero tenere conto quando si occupano di modalit\u00e0 di lavoro flessibili e dei diritti familiari applicabili fin dal primo giorno di lavoro.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Cosa sono il lavoro flessibile e i diritti familiari?&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\/it\/posizione\/\">posizione<\/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\/it\/servizi\/diritto-personale\/divorzio-famiglia\/maternita-surrogata-fertilita-e-adozione\/\">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\/it\/approfondimenti\/il-disegno-di-legge-sui-diritti-degli-affittuari-quali-modifiche-ha-apportato-il-lavoro\/\">bill<\/a>.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Perch\u00e9 i datori di lavoro dovrebbero prendere sul serio queste richieste?&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Ci sono diversi motivi per cui i datori di lavoro dovrebbero prendere sul serio il lavoro flessibile e i diritti familiari.&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\/it\/approfondimenti\/reclami-per-morosita-una-guida-per-i-locatori-privati-di-immobili-residenziali\/\">claims<\/a> relating to flexible working, discrimination, detriment, <a href=\"https:\/\/rfblegal.co.uk\/it\/servizi\/diritto-personale\/occupazione\/licenziamento-ingiustificato\/\">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\/it\/approfondimenti\/le-societa-con-un-solo-amministratore-e-un-modello-di-statuto-possono-prendere-decisioni-valide\/\">decisions<\/a> or reject requests without proper reasoning, this can damage <a href=\"https:\/\/rfblegal.co.uk\/it\/categoria\/servizi-fiduciari\/\">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\/it\/servizi\/diritto-commerciale\/contenzioso-immobiliare\/occupanti-aziendali\/\">commerciale<\/a> opportunity. Employers who handle requests fairly and consistently are more likely to&nbsp;retain&nbsp;experienced staff, <a href=\"https:\/\/rfblegal.co.uk\/it\/tag\/support-staff\/\">supporto<\/a> working <a href=\"https:\/\/rfblegal.co.uk\/it\/approfondimenti\/quando-i-genitori-si-disinteressano-del-problema\/\">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\/it\/approfondimenti\/making-a-will-and-planning-for-the-future\/\">planning<\/a>, not treated as ad hoc favours.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Richieste di lavoro flessibile&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">I dipendenti possono presentare una richiesta di lavoro flessibile prevista dalla legge sin dal primo giorno di lavoro. I datori di lavoro sono tenuti a valutare le richieste in modo ragionevole, a consultare il dipendente prima di respingerle e a prendere una decisione definitiva entro i termini previsti dalla legge.&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\/it\/approfondimenti\/il-diritto-di-prelazione-nozioni-chiave-per-proprietari-e-inquilini\/\">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\/it\/approfondimenti\/qa-business-contracts\/\">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\">Nel valutare una richiesta, i datori di lavoro dovrebbero chiedersi:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>quale modifica viene richiesta;\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\/it\/base-di-conoscenza\/brexit-ue-e-see-domande-carta-di-soggiorno-permanente-e-ricorsi\/\">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\/it\/tag\/litigation-team-dj\/\">team<\/a>\u00a0and customers;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>se esistano alternative concrete;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>se un periodo di prova potrebbe essere d'aiuto;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>se sussista un rischio di discriminazione;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>se la decisione sia coerente con richieste analoghe.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Una richiesta di modalit\u00e0 di lavoro flessibile non deve essere accettata automaticamente, ma va valutata con la dovuta attenzione.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Diritti della famiglia fin dal primo giorno&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Negli ultimi anni i diritti in materia di congedi familiari hanno subito un notevole sviluppo. I datori di lavoro dovrebbero assicurarsi che le loro politiche rispecchino i diritti attualmente riconosciuti e che i dirigenti comprendano quali diritti si applicano fin dal primo giorno di lavoro.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A partire dal 6 aprile 2024, il congedo per assistenza \u00e8 diventato un diritto acquisito fin dal primo giorno di lavoro. I dipendenti aventi diritto possono usufruire di un massimo di una settimana di congedo per assistenza non retribuito in un periodo di 12 mesi per fornire o organizzare l\u2019assistenza a una persona a carico con necessit\u00e0 di assistenza a lungo termine.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Il congedo per assistenza neonatale e la relativa indennit\u00e0 sono entrati in vigore per i bambini nati a partire dal 6 aprile 2025. Il congedo per assistenza neonatale pu\u00f2 garantire fino a 12 settimane di congedo aggiuntivo qualora il bambino riceva cure neonatali che soddisfano i requisiti previsti. Il diritto al congedo per assistenza neonatale si applica a partire dal primo giorno di lavoro, sebbene l\u2019indennit\u00e0 legale per l\u2019assistenza neonatale sia soggetta a criteri di ammissibilit\u00e0 distinti.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A partire dal 6 aprile 2026, il congedo di paternit\u00e0 e il congedo parentale ordinario sono diventati diritti acquisiti fin dal primo giorno. Ci\u00f2 significa che i datori di lavoro dovrebbero verificare se i propri regolamenti facciano ancora riferimento a periodi di maturazione ormai superati.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Questi cambiamenti sono particolarmente importanti per le PMI, dove i dirigenti potrebbero essere abituati a gestire le richieste in modo informale o a fare riferimento alle vecchie formulazioni del manuale.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Gestire le richieste in modo equo e coerente&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Employers should have a clear process for <a href=\"https:\/\/rfblegal.co.uk\/it\/base-di-conoscenza\/quali-sono-gli-obblighi-legali-dei-locatori-quando-si-tratta-di-gestire-umidita-e-muffa\/\">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\">Un buon processo dovrebbe comprendere:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>una procedura chiara per la presentazione delle richieste;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>risposta tempestiva alla richiesta;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>una riunione o una consultazione, se del caso;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>proper <a href=\"https:\/\/rfblegal.co.uk\/it\/approfondimenti\/protezione-del-corrispettivo-differito-in-una-vendita-di-azioni\/\">consideration<\/a> of the employee\u2019s circumstances;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>una decisione scritta;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>motivi chiari in caso di rifiuto della richiesta;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>a right of <a href=\"https:\/\/rfblegal.co.uk\/it\/approfondimenti\/vittoria-in-appello-del-tribunale-del-lavoro\/\">appeal<\/a> where\u00a0appropriate;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>documenti relativi al processo decisionale.\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\/it\/approfondimenti\/un-altro-ufficio-di-successo-per-la-registrazione-degli-studenti\/\">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\/it\/approfondimenti\/sezione-28-il-crescente-uso-di-prove-preregistrate-nei-processi-penali-parte-2\/\">evidence<\/a>.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Rischi di discriminazione e di pregiudizio&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\/it\/approfondimenti\/diritti-e-tutele-degli-azionisti-di-minoranza\/\">protections<\/a>, emphasising the <a href=\"https:\/\/rfblegal.co.uk\/it\/approfondimenti\/limportanza-dei-patti-parasociali\/\">importance<\/a> di <a href=\"https:\/\/rfblegal.co.uk\/it\/approfondimenti\/capire-i-prestiti-ponte-una-rete-di-sicurezza-per-i-mutuatari-in-difficolta\/\">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\/it\/servizi\/diritto-personale\/occupazione\/discriminazione-razza-disabilita-gravidanza-sesso-convinzioni-filosofiche\/\">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\">I datori di lavoro dovrebbero prestare particolare attenzione nei casi in cui una richiesta sia collegata a:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>gravidanza o maternit\u00e0;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>responsabilit\u00e0 relative alla cura dei bambini;\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\/it\/dettagli-dellaccount-cliente\/\">conditions<\/a>;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>salute mentale;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/rfblegal.co.uk\/it\/approfondimenti\/neurodiversity-in-the-workplace-a-practical-guide-for-employers\/\">neurodiversity<\/a>;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>responsabilit\u00e0 di assistenza;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>religione o credo;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>al rientro dal congedo parentale.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">This does not mean <a href=\"https:\/\/rfblegal.co.uk\/it\/approfondimenti\/la-legge-sui-diritti-degli-affittuari-2025-cio-che-ogni-proprietario-deve-sapere\/\">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\/it\/base-di-conoscenza\/cose-il-diritto-di-prelazione\/\">refusal<\/a> can be justified with evidence.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Politiche, contratti e formazione dei dirigenti&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Employers should check whether their <a href=\"https:\/\/rfblegal.co.uk\/it\/servizi\/diritto-commerciale\/occupazione-aziendale\/contratti-di-lavoro\/\">employment contracts<\/a>, <a href=\"https:\/\/rfblegal.co.uk\/it\/servizi\/diritto-commerciale\/occupazione-aziendale\/manuali-del-personale-politiche-e-procedure\/\">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\">I datori di lavoro dovrebbero valutare la possibilit\u00e0 di rivedere:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>politiche di lavoro flessibili;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>normative in materia di congedo di paternit\u00e0;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>le norme relative al congedo parentale ordinario;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>le politiche in materia di congedi per assistenza, comprese le disposizioni relative al congedo parentale non retribuito;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>politiche in materia di congedo per l'assistenza neonatale;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>politiche in materia di congedo di maternit\u00e0, adozione e congedo parentale condiviso;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>politiche sul lavoro ibrido;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>politiche in materia di assenze e permessi;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>politiche sulle pari opportunit\u00e0;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>linee guida per i manager e modelli di lettere.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Gli aggiornamenti sulle politiche aziendali sono utili, ma non bastano se i dirigenti non sanno come applicarli nel rispetto della normativa sul lavoro. I dirigenti dovrebbero sapere quando coinvolgere le Risorse Umane, come procedere alle consultazioni, come documentare le decisioni e quando richiedere una consulenza legale.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Errori comuni commessi dai datori di lavoro&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">I datori di lavoro dovrebbero prestare particolare attenzione a evitare i seguenti errori:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>ricorrendo a politiche obsolete in materia di lavoro flessibile o di congedi familiari;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>partendo dal presupposto che i dipendenti debbano aver maturato un periodo minimo di anzianit\u00e0 di servizio prima di poter presentare una richiesta di lavoro flessibile;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>respingere le richieste senza una consultazione significativa;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>adducendo motivazioni commerciali vaghe o generiche;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>non tenere conto dei periodi di prova o delle alternative;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>trattare richieste simili in modo incoerente;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>trascurare i rischi di discriminazione;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>penalizzare i dipendenti che usufruiscono o richiedono un congedo per motivi familiari;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>la mancata aggiornamento dei contratti o dei regolamenti interni;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>la mancata formazione dei dirigenti sulle norme vigenti.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Molte controversie sorgono non perch\u00e9 il datore di lavoro avesse intenzione di agire in modo illegale, ma perch\u00e9 i dirigenti si sono basati su presupposti ormai superati o hanno gestito le richieste in modo troppo informale.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Misure concrete per i datori di lavoro&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">I datori di lavoro dovrebbero prendere in considerazione l'adozione delle seguenti misure sin da ora:&nbsp;<\/p>\n\n\n\n<ol start=\"1\" class=\"wp-block-list\">\n<li>Rivedere le politiche in materia di lavoro flessibile e congedi familiari.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"2\" class=\"wp-block-list\">\n<li>Verificare se le politiche rispecchiano i diritti al lavoro flessibile fin dal primo giorno.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"3\" class=\"wp-block-list\">\n<li>Aggiornare le politiche relative al congedo di paternit\u00e0, al congedo parentale, al congedo per assistenza a familiari e al congedo per la cura dei neonati.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"4\" class=\"wp-block-list\">\n<li>Preparare modelli di lettere per accettare, rifiutare e discutere le richieste.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"5\" class=\"wp-block-list\">\n<li>Formare i dirigenti in materia di consultazione e processo decisionale.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"6\" class=\"wp-block-list\">\n<li>Valutare se le modalit\u00e0 di lavoro ibrido vengano applicate in modo coerente.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"7\" class=\"wp-block-list\">\n<li>Conservare una documentazione scritta delle richieste e delle decisioni.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"8\" class=\"wp-block-list\">\n<li>Verificare se i rifiuti possano comportare un rischio di discriminazione.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"9\" class=\"wp-block-list\">\n<li>Valutare l'opportunit\u00e0 di prevedere periodi di prova, ove opportuno.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"10\" class=\"wp-block-list\">\n<li>Chiedi consiglio prima di rifiutare richieste complesse o delicate.\u00a0<\/li>\n<\/ol>\n\n\n\n<p class=\"wp-block-paragraph\">Adottare queste misure pu\u00f2 ridurre i rischi legali e aiutare i datori di lavoro a gestire le richieste con sicurezza, equit\u00e0 e coerenza.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Conclusione&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Il lavoro flessibile e i diritti familiari fin dal primo giorno di lavoro sono questioni che i datori di lavoro non possono permettersi di trattare con superficialit\u00e0. Se gestite in modo inadeguato, possono portare a reclami, denunce per discriminazione, problemi nei rapporti con i dipendenti e rischi di ricorsi in sede giudiziaria. Se gestite correttamente, possono aiutare i datori di lavoro a fidelizzare il personale, sostenere i genitori che lavorano e chi si prende cura di familiari, e creare un ambiente di lavoro pi\u00f9 flessibile e resiliente.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Per i datori di lavoro \u00e8 fondamentale agire tempestivamente, evitare supposizioni e garantire che le politiche e le pratiche gestionali rispecchino l'attuale quadro normativo.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">At Ronald <a href=\"https:\/\/rfblegal.co.uk\/it\/\">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\/it\/servizi\/diritto-personale\/occupazione\/richieste-di-risarcimento-da-parte-dei-tribunali-del-lavoro\/\">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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