Hi all,
I have an employee that made a Flexible Working request, it was refused due to cost. They asked for a different adjustment, it was reviewed, but unfortunately it would have been refused again due to inability to schedule due to cost. However, the employee went off sick with a fit note citing work stress. There is also a physical condition that is being investigated and is part of the fit note.
The employee admitted that the fit note should say personal stress, not work stress. Their main reason for absence is, as claimed, the physical condition that is investigated. The question is not related to the absence, but what do we do with the flexi request?
Do we simply send one email/letter confirming the decision or do we push for a meeting for wellbeing under the absence but also discuss the request? Alternatively, we an write to the employee (email and letter) and say that the decision is refusal but taking into account their absence we would like to offer an appeal once they are back in the business? (not sure my management is happy with that approach) or simply write to ask if they agree to postpone the flexi request altogether till they return?
I am unsure what would be the best approach to avoid any risks under the new legislation.
Kind Regards,
Bobby