Posted: Tuesday 9 February 2010
Mandy vs Yvette…Flexible Working Showdown!
I have predicted for a couple of years now that we are likely to see flexible working rights extended to all employees rather than just those with certain child care responsibilities. The Government have recently announced that Ministers are indeed considering proposals to extend the right to request flexible working arrangements.
The next cabinet meeting might result in more than just hours being flexed. Currently the right to request a flexible working arrangement only applies to parents with children under 16 or certain carers. The proposals involve extending flexible working to parents and non-parents alike. Yvette Cooper, the Work and Pensions Secretary, is keen to see flexible working afforded to all workers “from the beginning” of their employment. However, these proposals, possibly an Election pledge, will face scrutiny from the Business Secretary, Lord Mandelson. He has previously argued, in October 2008 (the start of the recession), against these kinds of proposals. So working mum Yvette (with husband and fellow cabinet member Ed Balls to back her up) on one side versus business czar Peter (no kids yet) on the other side. Ms Cooper has openly criticised the working hours of the House of Commons with the late night voting riling her as it was not conducive to family life. Lord Mandelson on the other hand has to try and sell these proposals to the captains of industry who are battling hard to get out of the recession. They see these proposals as just another overhead, like the recent extension of paternity rights, which will eat into the profits of the business community.
This particular dispute may all be academic depending on the election result. However, I do consider that we will see a right to all to request a flexible working arrangement within the next few years and it is interesting to see that it is now being debated at Government level. Remember though - as is the case at present - this will be a right to request a flexible working arrangement rather than a right to work flexibly which is obviously an important distinction.
