‘Rigid’ flexible working rejections mean 3 in 10 public sector women denied rights, union warns

Some women say employers told them to leave job or use annual leave if they want to work flexibly

A fifth had their request rejected due to managers saying doing so would result in colleagues making similar pleas, while around one in seven were not provided with a reason by their employer

Women in the public sector are quitting their jobs due to being blocked from working flexibly with three in ten seeing their requests rejected, according to a major new study.

Researchers at Unison, the UK’s largest trade union, who polled just over 44,000 women working across the public sector, found three in ten working in hospitals, schools, care homes, town halls, police stations and other key services had pleas to work flexibly denied.

Some women said employers told them to leave their job or use annual leave if they want to work flexibly, while others report their requests were immediately blocked on the same day they were put in. Struggles to access flexible working meant some women had quit their jobs, researchers warned.

Christina McAnea, Unison’s general secretary, said: “Too many employers are still turning down flexible working requests, which means the right to request is pretty meaningless for many women. The right to work flexibly from day one would be beneficial for staff and employers alike, and help bring workplaces into the 21st century.”

Helping women juggle work with childcare and caring for loved ones can enable workplaces to recruit for jobs which are tricky to fill and likely boost the quality of public services, she added.

Ms McAnea said: “It’s disheartening to see many employers continuing to deny their staff the opportunity to work flexibly. They have nothing to lose and everything to gain.

"But sadly many women who find they need to inject some flexibility into their working lives are coming up against employers with inconsistent, rigid and unimaginative attitudes. While there’s no one-size-fits-all solution, some form of flexible working is achievable in most workplaces.”

A quarter of those women who were informed they could not change their working conditions say their requests were rejected on a number of occasions.

Researchers also found more than two fifths of women were told they could not work flexibly because doing so would harm the service being provided, while almost three in ten were informed there would not be enough colleagues to cover for them.

A fifth had their request rejected due to managers saying doing so would result in colleagues making similar pleas, while around one in seven were not provided with a reason by their employer.

New flexible working legislation comes into force in April which gives employees a statutory right to ask for flexible working from day one at a new job. While this is an improvement on the current wait of six months to ask, Unison warn employers are too easily able to block flexible working requests.

Emily*, who works in the energy sector, said she only managed to get her flexible return to work from maternity leave agreed just before she was due to return to work.

“The process was horrendous,” she said. “I had to submit several requests and they were all turned down within days. I was stunned. I was caring for my baby and having huge levels of anxiety simply trying to get some flexibility at work. I was scared I’d lose my job. It dragged on so much I couldn’t sort out childcare. The process left me traumatised.”

While Nadia*, a local government worker with a disability, was blocked from working flexibly even though she had medical notes written up by her doctor.

“I had a very supportive manager during the pandemic and we all worked well during that time,” Nadia, a single mother of two, added. “But as the situation eased, my new manager suddenly wanted everybody in the office all the time. Daily attendance then worsened my condition and I had to go off sick for a few months to recover. Being able to work from home on the days I’m struggling would make a huge difference, and also make it easier to look after my children.”

Helen*, a specialist nurse and single mother of three, explained she was repeatedly blocked from working flexibly.

She said: “I had to go down a pay band to get some flexibility, which put me and my family in financial difficulty. I was told if they allowed me to work flexibly they’d have to do the same for others. But others aren’t in my situation.

“I'm a survivor of domestic violence and have no family support. The process was awful and I was made to feel like a massive inconvenience. Now I don’t want to be a nurse any more and am looking for a new job in retail. I’ve had to take time off because of the stress and anxiety I experienced. It shouldn’t be like this as I do love my job.”

*Names changed