{"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":"flexibel-werken-en-gezinsrechten-vanaf-de-eerste-dag-een-praktische-gids-voor-werkgevers","status":"publish","type":"insight","link":"https:\/\/rfblegal.co.uk\/nl\/inzichten\/flexibel-werken-en-gezinsrechten-vanaf-de-eerste-dag-een-praktische-gids-voor-werkgevers\/","title":{"rendered":"Flexibel werken en gezinsrechten vanaf de eerste dag: een praktische gids voor werkgevers\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\/nl\/inzichten\/ai-op-de-werkplek-een-praktische-gids-voor-werkgevers\/\">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\/nl\/klachten\/\">complaints<\/a>, <a href=\"https:\/\/rfblegal.co.uk\/nl\/inzichten\/wat-moet-u-doen-als-uw-commerciele-huurder-de-huurovereenkomst-schendt\/\">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\/nl\/inzichten\/hervormingen-van-het-britse-vennootschapsrecht-vanaf-april-2026-wat-bedrijven-en-bestuurders-moeten-weten\/\">April<\/a> 2024, employees have been able to make a <a href=\"https:\/\/rfblegal.co.uk\/nl\/inzichten\/wettelijk-overlastadvies-voor-verhuurders-en-beheerders\/\">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 dit artikel wordt ingegaan op de belangrijkste aandachtspunten waar werkgevers rekening mee moeten houden bij het omgaan met flexibel werken en gezinsrechten die vanaf de eerste werkdag gelden.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Wat zijn flexibele arbeidsregelingen en gezinsrechten?&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\/nl\/locatie\/\">locatie<\/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\/nl\/diensten\/persoonlijk-recht\/echtscheiding-familie\/draagmoederschap-vruchtbaarheid-en-adoptie\/\">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\/nl\/inzichten\/het-wetsvoorstel-huurdersrechten-welke-veranderingen-heeft-arbeid-aangebracht\/\">bill<\/a>.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Waarom zouden werkgevers deze verzoeken serieus moeten nemen?&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Er zijn verschillende redenen waarom werkgevers flexibel werken en gezinsrechten serieus moeten nemen.&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\/nl\/inzichten\/claims-wegens-wanprestatie-een-gids-voor-particuliere-verhuurders-van-woningen\/\">claims<\/a> relating to flexible working, discrimination, detriment, <a href=\"https:\/\/rfblegal.co.uk\/nl\/diensten\/persoonlijk-recht\/werkgelegenheid\/onrechtmatig-ontslag\/\">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\/nl\/inzichten\/kunnen-bedrijven-met-een-directeur-en-modelstatuten-geldige-beslissingen-nemen\/\">decisions<\/a> or reject requests without proper reasoning, this can damage <a href=\"https:\/\/rfblegal.co.uk\/nl\/categorie\/vertrouwensdiensten\/\">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\/nl\/diensten\/ondernemingsrecht\/geschillen-inzake-onroerend-goed\/zakelijke-gebruikers\/\">commercieel<\/a> opportunity. Employers who handle requests fairly and consistently are more likely to&nbsp;retain&nbsp;experienced staff, <a href=\"https:\/\/rfblegal.co.uk\/nl\/tag\/support-staff\/\">support<\/a> working <a href=\"https:\/\/rfblegal.co.uk\/nl\/inzichten\/wanneer-ouders-afkicken\/\">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\/nl\/inzichten\/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\">Verzoeken om flexibel werken&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Werknemers kunnen vanaf de eerste dag van hun dienstverband een wettelijk verzoek om flexibel werken indienen. Werkgevers moeten dergelijke verzoeken op redelijke wijze behandelen, de werknemer raadplegen alvorens een verzoek af te wijzen en binnen de wettelijk vastgestelde termijn een definitief besluit nemen.&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\/nl\/inzichten\/het-voorkeursrecht-belangrijke-inzichten-voor-verhuurders-en-huurders\/\">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\/nl\/inzichten\/vragen-en-antwoorden-over-zakelijke-contracten\/\">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\">Bij het beoordelen van een verzoek moeten werkgevers zich het volgende afvragen:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>welke wijziging wordt gevraagd;\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\/nl\/kennisbasis\/brexit-eu-en-eea-aanvragen-permanente-verblijfskaart-en-beroepen\/\">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\/nl\/tag\/team-dj-procesvoering\/\">team<\/a>\u00a0and customers;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>of er praktische alternatieven zijn;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>of een proefperiode zou helpen;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>of er sprake is van een risico op discriminatie;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>of het besluit in overeenstemming is met soortgelijke verzoeken.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Een verzoek om flexibel werken hoeft niet automatisch te worden ingewilligd, maar moet wel zorgvuldig worden overwogen.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Rechten van het gezin vanaf de eerste dag&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">De rechten op gezinsverlof hebben de afgelopen jaren een aanzienlijke ontwikkeling doorgemaakt. Werkgevers moeten ervoor zorgen dat hun beleid in overeenstemming is met de huidige rechten en dat leidinggevenden vanaf de eerste dag van het dienstverband weten welke rechten van toepassing zijn.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Vanaf 6 april 2024 geldt het recht op zorgverlof vanaf de eerste werkdag. In aanmerking komende werknemers kunnen binnen een periode van 12 maanden maximaal \u00e9\u00e9n week onbetaald zorgverlof opnemen om zorg te verlenen of te regelen voor een afhankelijke persoon met een langdurige zorgbehoefte.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Het verlof en de vergoeding voor neonatale zorg zijn van kracht geworden voor baby\u2019s die op of na 6 april 2025 zijn geboren. Het verlof voor neonatale zorg kan tot 12 weken extra verlof opleveren wanneer een baby in aanmerking komende neonatale zorg ontvangt. Het recht op verlof voor neonatale zorg geldt vanaf de eerste dag van het dienstverband, hoewel voor de wettelijke vergoeding voor neonatale zorg aparte voorwaarden gelden.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Vanaf 6 april 2026 gelden vaderschapsverlof en gewoon ouderschapsverlof als rechten die vanaf de eerste dag van kracht zijn. Dit betekent dat werkgevers moeten controleren of in hun beleid nog steeds wordt verwezen naar verouderde wachttermijnen.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Deze wijzigingen zijn met name van belang voor het MKB, waar leidinggevenden er wellicht aan gewend zijn verzoeken informeel af te handelen of zich te baseren op de oude formuleringen in het handboek.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Verzoeken eerlijk en consistent afhandelen&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Employers should have a clear process for <a href=\"https:\/\/rfblegal.co.uk\/nl\/kennisbasis\/wat-zijn-de-wettelijke-verplichtingen-van-verhuurders-als-het-gaat-om-het-omgaan-met-vocht-en-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\">Een goed proces moet het volgende omvatten:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>een duidelijk traject voor het indienen van verzoeken;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>onmiddellijke bevestiging van het verzoek;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>een vergadering of overleg, indien van toepassing;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>proper <a href=\"https:\/\/rfblegal.co.uk\/nl\/inzichten\/het-veiligstellen-van-de-uitgestelde-vergoeding-bij-een-aandelenverkoop\/\">consideration<\/a> of the employee\u2019s circumstances;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>een schriftelijke beslissing;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>duidelijke redenen indien het verzoek wordt afgewezen;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>a right of <a href=\"https:\/\/rfblegal.co.uk\/nl\/inzichten\/overwinning-arbeidsrechtbank\/\">appeal<\/a> where\u00a0appropriate;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>verslagen van het besluitvormingsproces.\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\/nl\/inzichten\/weer-een-succesvol-kantoor-voor-studentenregistratie\/\">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\/nl\/inzichten\/sectie-28-het-toenemende-gebruik-van-vooraf-opgenomen-bewijs-in-strafzaken-deel-2\/\">evidence<\/a>.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Risico\u2019s op discriminatie en nadelige gevolgen&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\/nl\/inzichten\/rechten-en-bescherming-van-minderheidsaandeelhouders\/\">protections<\/a>, emphasising the <a href=\"https:\/\/rfblegal.co.uk\/nl\/inzichten\/het-belang-van-aandeelhoudersovereenkomsten\/\">importance<\/a> van <a href=\"https:\/\/rfblegal.co.uk\/nl\/inzichten\/begrip-overbruggingskrediet-een-vangnet-voor-leners-in-nood\/\">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\/nl\/diensten\/persoonlijk-recht\/werkgelegenheid\/discriminatie-ras-handicap-zwangerschapsverlof-geslacht-filosofische-overtuigingen\/\">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\">Werkgevers moeten extra voorzichtig zijn wanneer een verzoek verband houdt met:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>zwangerschap of moederschap;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>verantwoordelijkheden op het gebied van kinderopvang;\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\/nl\/klantgegevens\/\">conditions<\/a>;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>geestelijke gezondheid;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/rfblegal.co.uk\/nl\/inzichten\/neurodiversiteit-op-de-werkplek-een-praktische-gids-voor-werkgevers\/\">neurodiversity<\/a>;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>zorgverantwoordelijkheden;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>godsdienst of overtuiging;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>terugkeren na gezinsverlof.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">This does not mean <a href=\"https:\/\/rfblegal.co.uk\/nl\/inzichten\/the-renters-rights-act-2025-what-every-landlord-needs-to-know\/\">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\/nl\/kennisbasis\/wat-is-voorkeursrecht\/\">refusal<\/a> can be justified with evidence.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Beleid, contracten en opleiding van leidinggevenden&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Employers should check whether their <a href=\"https:\/\/rfblegal.co.uk\/nl\/diensten\/ondernemingsrecht\/werk-bedrijf\/arbeidsovereenkomsten\/\">employment contracts<\/a>, <a href=\"https:\/\/rfblegal.co.uk\/nl\/diensten\/ondernemingsrecht\/werk-bedrijf\/personeelshandboeken-beleid-en-procedures\/\">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\">Werkgevers zouden moeten overwegen om het volgende te bekijken:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>beleid inzake flexibel werken;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>beleid inzake vaderschapsverlof;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>beleidsregels inzake gewoon ouderschapsverlof;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>beleid inzake zorgverlof, met inbegrip van bepalingen inzake onbetaald ouderschapsverlof;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>beleid inzake verlof voor neonatale zorg;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>beleid inzake zwangerschapsverlof, adoptieverlof en gedeeld ouderschapsverlof;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>beleid inzake hybride werken;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>beleid inzake afwezigheid en verlof;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>beleid inzake gelijke kansen;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>richtlijnen voor managers en voorbeeldbrieven.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Beleidswijzigingen zijn nuttig, maar volstaan niet als leidinggevenden niet weten hoe ze deze in overeenstemming met het arbeidsrecht moeten toepassen. Leidinggevenden moeten weten wanneer ze HR moeten inschakelen, hoe ze overleg moeten voeren, hoe ze beslissingen moeten vastleggen en wanneer ze juridisch advies moeten inwinnen.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Veelvoorkomende fouten die werkgevers maken&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Werkgevers moeten er vooral op letten de volgende fouten te vermijden:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>door gebruik te maken van verouderde regelingen voor flexibel werken of gezinsverlof;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>ervan uitgaande dat werknemers een minimale diensttijd moeten hebben voordat ze een verzoek tot flexibel werken kunnen indienen;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>verzoeken afwijzen zonder serieus overleg;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>vage of algemene zakelijke redenen aanvoeren;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>het niet in aanmerking nemen van proefperiodes of alternatieven;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>het op inconsistente wijze behandelen van soortgelijke verzoeken;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>het over het hoofd zien van discriminatierisico\u2019s;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>werknemers straffen voor het opnemen of aanvragen van gezinsverlof;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>het nalaten om contracten of personeelshandboeken bij te werken;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>het nalaten om leidinggevenden te trainen in de geldende regels.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Veel geschillen ontstaan niet omdat de werkgever van plan was onrechtmatig te handelen, maar omdat leidinggevenden uitgingen van verouderde aannames of verzoeken te informeel hebben afgehandeld.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Praktische stappen voor werkgevers&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Werkgevers zouden nu moeten overwegen de volgende maatregelen te nemen:&nbsp;<\/p>\n\n\n\n<ol start=\"1\" class=\"wp-block-list\">\n<li>Het beleid inzake flexibel werken en gezinsverlof herzien.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"2\" class=\"wp-block-list\">\n<li>Ga na of het beleid recht doet aan de rechten op flexibel werken vanaf de eerste dag.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"3\" class=\"wp-block-list\">\n<li>Het beleid inzake vaderschapsverlof, ouderschapsverlof, zorgverlof en verlof voor de zorg voor pasgeborenen bijwerken.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"4\" class=\"wp-block-list\">\n<li>Stel standaardbrieven op voor het inwilligen, afwijzen en bespreken van verzoeken.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"5\" class=\"wp-block-list\">\n<li>Geef leidinggevenden training op het gebied van overleg en besluitvorming.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"6\" class=\"wp-block-list\">\n<li>Ga na of hybride werkregelingen consequent worden toegepast.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"7\" class=\"wp-block-list\">\n<li>Houd een schriftelijk overzicht bij van verzoeken en beslissingen.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"8\" class=\"wp-block-list\">\n<li>Ga na of weigeringen een risico op discriminatie kunnen opleveren.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"9\" class=\"wp-block-list\">\n<li>Overweeg waar nodig proefperiodes.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"10\" class=\"wp-block-list\">\n<li>Vraag eerst advies voordat je complexe of gevoelige verzoeken afwijst.\u00a0<\/li>\n<\/ol>\n\n\n\n<p class=\"wp-block-paragraph\">Door deze maatregelen te nemen, kunnen werkgevers juridische risico\u2019s beperken en verzoeken op een zelfverzekerde, eerlijke en consistente manier afhandelen.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Conclusie&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Flexibel werken en gezinsrechten vanaf de eerste werkdag zijn kwesties die werkgevers niet lichtvaardig mogen behandelen. Als hier slecht mee wordt omgegaan, kan dit leiden tot klachten, discriminatieklachten, problemen in de relaties met werknemers en het risico op een rechtszaak. Als hier juist mee wordt omgegaan, kunnen werkgevers hiermee personeel behouden, werkende ouders en mantelzorgers ondersteunen en een flexibelere en veerkrachtigere werkplek cre\u00ebren.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Voor werkgevers is het van cruciaal belang om tijdig in te grijpen, aannames te vermijden en ervoor te zorgen dat het beleid en de managementpraktijken in overeenstemming zijn met de huidige wettelijke situatie.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">At Ronald <a href=\"https:\/\/rfblegal.co.uk\/nl\/\">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\/nl\/diensten\/persoonlijk-recht\/werkgelegenheid\/claims-bij-arbeidsrechtbanken\/\">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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