Hi Nisha, you could potentially consider her wfh for a short period e.g. two/three weeks depending upon the back log/admin required. Is the daily stock computerised which will allow her to do this remotely? If her request does not suit the nature of the role then this needs to be discussed in the flexible working meeting. All the best

It depend on the context of the work but one possible solution is to use the time to improve the processes. Kanban can work wonders with stock management. If you are not using Kanban then here is a good introductory podcast www.youtube.com/watch

It seems reasonable to allow her to WFH occasionally, when there is a backlog of clerical work, to let her have a quiet environment to catch up. Of course, you would need to make sure that she does, indeed, catch up. But the relevance of her pregnancy is that it sounds like she spends quite a lot of time on her feet at work. She will struggle more with this as her pregnancy advances and I'm sure you've already done a risk assessment that noted this fact. As such, it seems reasonable to expect (1) that her backlog of clerical work may increase due to it taking longer and being harder to be on her feet a lot, and (2) that she will benefit a great deal more from a couple of days sitting down in a quiet, private space to do her catching up.

This sounds like a mitigation measure you would implement out of a risk assessment, not a flexible working issue at all.

What does the Pregnancy Risk Assessment say? If it says she can't do all those physical tasks (or should reduce them), then that's an entirely reasonable thing to do and probably wrong not to.

I'd be led by that Risk Assessment and wouldn't see this as a flexible working request per se.