Employees returning from maternity, paternity or adoption leave can make a statutory flexible working request from day one of employment. There is no automatic right to the exact pattern requested, but the department must consider the request reasonably and avoid discrimination.
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Plan the request before the return date
Submit early enough for consultation and implementation. A request can be made during leave. Allow time to discuss hours, days, office attendance, handover, childcare and any phased or temporary arrangement.
Common return-to-work options
- Part-time hours or fewer working days.
- Compressed hours or a nine-day fortnight.
- Staggered start and finish times.
- Job sharing.
- A revised hybrid or office-attendance pattern.
- A temporary arrangement before moving to a permanent pattern.
Equality considerations
A decision should be based on the proposal and genuine business reasons, not assumptions about mothers, fathers or carers. Pregnancy and maternity protection, sex discrimination and other equality duties may be relevant depending on the facts. Comparable requests should be handled consistently, while still considering each role and request individually.
Do not leave the request until the final week
Late requests can still be valid, but limited time makes consultation, payroll changes and childcare planning harder. Submit as soon as the proposed pattern is clear.
Unlock the detailed return-to-work plan below, including timing, pattern design, childcare-sensitive wording, workload and handover preparation, discrimination checks, trial options and responses to refusal.
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