Can an Employer Withdraw a Flexible Working Agreement


January 8, 2022 Facebook Twitter LinkedIn Google+ Uncategorized


Flexible working has become increasingly popular in recent years, with both employees and employers recognizing the benefits it can provide. However, as with any employment arrangement, there may be circumstances where an employer needs to withdraw a flexible working agreement. In this article, we`ll explore whether or not it`s possible for an employer to do so, and under what circumstances.

Firstly, it`s important to understand what a flexible working agreement is. In simple terms, it`s an arrangement between an employer and employee that allows for some level of flexibility in working hours, location, or both. This might mean working from home, varying start and finish times, or compressing working hours into fewer days.

Once an employer has agreed to a flexible working arrangement, they are legally bound to honor it. However, there are some situations where an employer may be able to withdraw the agreement, such as:

1. Change in business needs: If the business needs change, an employer may need to withdraw a flexible working agreement. For example, if a key member of staff leaves, the employer may need to require all staff to be in the office to ensure business continuity.

2. Breach of agreement: If an employee fails to comply with the terms of the flexible working agreement, an employer may have grounds to withdraw it. For example, if an employee regularly fails to complete their work on time despite being given flexible working hours, the employer may need to require them to work set hours.

3. Misconduct: If an employee is found guilty of misconduct, an employer may be able to withdraw a flexible working agreement. This might include situations where an employee has breached the company`s policies, such as by sharing confidential information.

However, it`s important to note that employers need to follow the correct procedures when withdrawing a flexible working agreement. They need to provide the employee with written notice of their intention to withdraw the agreement, provide the reason for doing so, and allow the employee to make a formal appeal against the decision.

In addition to following the correct procedures, employers also need to ensure they`re not discriminating against employees when withdrawing a flexible working agreement. For example, they cannot withdraw an agreement because an employee has caring responsibilities for children or elderly relatives.

In summary, while it is possible for an employer to withdraw a flexible working agreement, there needs to be valid reasons for doing so. Employers need to follow the correct procedures and ensure they`re not discriminating against employees when making the decision. By doing so, they can maintain a positive employer-employee relationship and ensure that both parties benefit from the flexibility of flexible working arrangements.