What are the negative effects for the company and the maternity returner?
I’ve recently had a family member go through a really bad experience regarding her flexible working request with her employer. *
Hearing such bad practice, I wanted to highlight how this could have been avoided and how it leaves the employee feeling on their return to work.
When an employee goes on Maternity leave, behind the scenes there are major decisions made around whether to even apply for a Flexible Working Request. Then there are the hours of pondering, planning, and considering the document, alongside completing it in the relevant timescales.
On returning her application in the allotted timescale, this family member had to wait two months just for an initial discussion with her line-manager. In that time, she has had to go ahead with her childcare arrangements around the new working parameters to guarantee a place and not to cause issues with the nursery.
Now with weeks to go until her return to work, her line manger has ‘offered’ her a completely different working arrangement, one which was not mentioned on her application and will not work for her, or her family.
Not handling a flexible working request well, can have many negative effects for both employees and the company.
Here are some potential consequences:
Mishandling a flexible working request can result in employee dissatisfaction and decreased morale. Employees may feel undervalued or unsupported by the company, leading to a decline in motivation and engagement. This can ultimately affect their overall job satisfaction and their commitment to the company.
If an employee's flexible working request is mishandled, they may become more likely to seek employment elsewhere. This can lead to increased turnover and talent loss for the company. Losing skilled and experienced employees can be costly in terms of recruitment, training, and knowledge transfer.
Failing to accommodate a flexible working request in the appropriate timescales can contribute to increased stress for employees. They may struggle to manage their personal and family responsibilities alongside their work obligations. On returning, this imbalance can negatively impact their well-being, potentially leading to burnout and reduced productivity.
When employees are unable to achieve a work schedule that aligns with their needs, it can hinder their productivity and efficiency. They may find it challenging to focus or deliver their best work during traditional working hours, leading to decreased output and lower quality of work. Lack of flexibility can limit their ability to manage their energy and workload effectively.
Mishandling flexible working requests can send a message that the company is not committed to fostering diversity and inclusion. Employees from marginalised groups, such as working parents or individuals with caregiving responsibilities, may feel discriminated against or excluded. This can negatively impact the Company’s reputation and hinder efforts to attract and retain diverse talent.
Mishandling a flexible working request can erode employee loyalty and trust in the company. Employees may perceive the lack of support as a breach of trust, which can affect their commitment to the company’s goals and values. This breakdown in trust can have long-lasting effects on the employee-employer relationship.
Mishandling flexible working requests can expose the company to potential legal risks. Failure to handle these requests properly can result in legal disputes, and damage to the company’s reputation.
It's crucial for companies to establish clear and fair policies for handling flexible working requests and to communicate transparently with employees throughout the process. By proactively supporting flexible work arrangements, companies can promote employee well-being, enhance productivity, and cultivate a positive work culture.
*My family member has given me permission to mention her circumstance and to write this blog but wants to remain anonymous – well until she’s left the company, which will be soon.
If you have any questions about anything mentioned above or would like to speak to the team, please contact us here.