McCabes News
Yesterday, the Fair Work Commission confirmed its provisional view1 that all modern awards should be varied to incorporate a ‘model term’ expanding the rights of award covered employees when requesting flexible working arrangements. These changes will come into operation from 1 December 2018.
In our previous article (here), we explored the effect of the Fair Work Commission’s (FWC) provisional view that all modern awards would be amended to expand an employee’s right to request flexible working arrangements. Now that the FWC has confirmed that the requirements for dealing with requests for flexible working arrangements have changed, it is important for all employers of award-covered employees to understand their new obligations.
The new process for employers to follow when reviewing a request from an employee for flexible working arrangements is as follows.
The employer should review the employee’s request to ensure that it complies with section 65 of the Fair Work Act 2009 (Cth).
Specifically, the employer should consider whether the employee has a right to request flexible working arrangements. That is, the employee must satisfy one of the following:
And, the employee’s request must be made in writing and set out one of the following circumstances justifying the change:
Before responding to the employee in writing, the employer must discuss the request with the employee and genuinely try to reach agreement on a change in working arrangements that will reasonably accommodate the employee’s circumstances having regard to:
The employer must respond to the employee’s written request within 21 days of receiving it. The employer’s response must be in writing and state whether the request is granted or refused.
If the request is refused, the employer’s response must also state:
If the employer and the employee reach agreement on a change in working arrangements following the discussion referred to in Step Two and that agreement differs from what was initially requested by the employee, the employer must provide the employee with a written response to the employee’s request setting out all of the agreed change(s) in working arrangements.
If there is a dispute about whether the employer has ‘discussed the request with the employee and responded to the request’ pursuant to Step Three, the dispute is to be dealt with under the Consultation and Dispute Resolution clause in the relevant modern award.
As has always been the case, an employee is unable to challenge whether their employer had reasonable business grounds when refusing an employee’s request. Any challenge by an employee is limited to the employer’s compliance with the procedural requirements of the provisions.
All modern awards will contain this expanded right.
The changes will take effect from the start of the first full pay period that occurs on or after 1 December 2018.
Now that it has been confirmed that this expanded right will be incorporated into all modern awards, employers must ensure that they, and their HR and line managers, are across the changes in order to remain award complaint. For this reason, and as a matter of good practice, employers should immediately update their internal HR procedures to incorporate the process outlined above and ensure those responsible for dealing with flexible working requests understand their obligations when responding to them.
When making the necessary changes, employers should also consider whether they will extend the expanded rights to non-award covered employees to ensure parity and consistency across the workforce.
1 [2018] FWCFB 5753