I recently heard of a company that rejected a mother’s request to return to work part-time because apparently the job just had to be done on a full-time basis, writes Catherine Brooks.
The employer cited operational requirements and wouldn’t even give the mother a chance to prove that the role could be done differently.
I, like the mother in this scenario, categorically refute the employers position that her role couldn’t be carried out on a part-time or flexible basis.
So before you say no and fight for the status quo, remember my challenge to you. There’s no office job that can’t be done flexibly. If you disagree, or you’re in HR and the responsible partner is about to refuse the request, call me – let’s talk it through. It’s the least I can do to say thank you to all those people who showed me that the law can be practised flexibly.