How to negotiate flexible working

The hospitality industry is a fantastic choice for anyone needing to work outside the confines of a 9-5 existence. Your employer should at least hear you out, and in many cases, workers have a statutory right to request flexible working. But changing the way you work still needs to be negotiated, and you need to approach it correctly to make sure your case gets the fair hearing it deserves.

Make a plan

Make sure your employer knows exactly why you're asking to change your work patterns. Draw up a list of preferred options, starting with the ideal arrangement. Include fallback options and a least preferred option as well. Our article on flexible working options examines the different choices available to you.

You need to bear in mind that your preferred option may not suit your employer and you'll need to come to an arrangement that suits you both, so be prepared to compromise. When drawing up your proposal, consider the following:

How would a different working arrangement affect the work you do or service you provide?
What cover or point of contact would need to be set up for times when you weren't available?
If you worked fewer hours, how would all the tasks of the job get done?
Would job sharing be an option? Could your job be split and another part timer be employed?
Could someone less qualified do part of your job, thereby gaining experience and/or saving costs?
What would be the impact on your colleagues?
If you want to work from home, what equipment would be required?
How could your proposal benefit your employer's business? Would they save money?
Would your new arrangement increase your productivity?
Are you making these arrangements to study for a qualification or further your training?

Negotiate

It's better to ease your employer into the idea rather than calling a meeting and dropping a great big bomb on his head. Mention informally that you would like to find an alternative working plan and ask your employer if you can set up a meeting to discuss this. This will give both sides a chance to think of some alternatives. Above all, don't rush things. People take time to adjust to new ideas.

There's no automatic right to work on a reduced hours basis, but in certain circumstances it may be considered discriminatory if your employer refuses to let you work reduced or part-time hours if, for example, you're pregnant.

Stick to the rules

Check with your HR department or in your employee handbook to see if there are schemes in place for flexible working. In some businesses these may have been set up specifically for female employees returning after maternity leave. There may be a formal procedure to go through and it's in your best interests to follow policy to the letter.