If you are legally classed as an employee, you have the right to ask for flexible working. This means you can request changes to the hours you work, the times you work, or the place where you work.​ This is a right from your first day in employment. This right is outlined in law through The Carer’s Leave Act 2023 | Carers UK  and Employment Rights Act 1996.

Flexible working may include:

  • Working from home some or all of the time​ (dependent on the needs of the organisation you work in)

  • Starting and finishing at different times​

  • Working fewer hours, or compressed hours (for example, full-time hours over fewer days)​

  • Job sharing with another colleague​

How to use this right:

  • Put your request in writing to your employer. You don’t need to give personal details about whom you care for, but you should explain the change you want and how it could work in your role

  • Your employer must consider your request fairly. They can only refuse for specific business reasons, such as extra costs or serious impact on service delivery

  • You can make up to two requests in a 12-month period

  • Your employer should give you a decision within two months

If you feel your right to request flexible working is not being met, you can contact:

  • Your employer’s HR department or line manager. Start by raising the issue informally or through your organisation’s grievance procedure, they can advise of your companies policies and if these are being breached. You can also check yourself your organisations flexible working policy

  • Citizens Advice. You can get independent legal and practical advice on employment rights, including unpaid carer’s leave. Visit Citizens Advice

  • ACAS (Advisory, Conciliation and Arbitration Service). Call the ACAS helpline on 0300 123 1100. They provides free, confidential advice about employment rights and can help you understand your options or make a complaint. Visit: Flexible working | Acas

  • A trade union representative. If you are a member of a union, they can offer guidance, representation, and help you raise a formal grievance

  • Employment Tribunal. If the issue isn’t resolved informally, you may be able to make a claim to an Employment Tribunal for breach of employment rights (you must usually contact ACAS first for early conciliation)

Tip: Think about what arrangement would make caring easier for you, while still working for your employer. Offering options, like a trial period, can help your request to succeed.​

If you prefer to speak to somebody about your concerns, the two main carer support services in Dorset and their team of carers advisors are here for you:

If the person you care for lives in the Dorset Council area, contact Help & Care Call 0303 303 0153; email carers@helpandcare.org.uk; or visit www.helpandcare.org.uk

If the person you care for lives in the Bournemouth, Christchurch and Poole (BCP) area, contact BCP Carer Support. Call 01202 128 787; email carersupport@bcpcouncil.gov.uk; or visit BCP Carer Support

More information on support for carers in Dorset generally: Carers – Our Dorset

For more information on your rights as a carer visit: Carers Rights Day | Carers UK

If you are a young carer, you may be interested in visiting this website which talks about your rights specifically: Know Your Rights: A Guide for Young Carers and don’t forget MyTime are here for you in Dorset: MYTIME Young Carers

A carers story

“I am a carer for two members of my family. An adult stepson who has mild learning disability and autism. My husband and I ran a business successfully for more than ten years. This suited my caring role. Covid and the changes in the economy hit us hard leading me to part-time work. I was attracted to my employer because it was clear from the outset that they were a Carer Friendly Employer. The project was perfect for my skillset and decades of experience. Working flexibly from home, made it accessible. The friendly approach interview enabled me to be open about my caring role from the start.

Three months into my job my husband was diagnosed with aggressive cancer. Our world and changed overnight. Due to the normalising and valuing the caring role in the organisation, I felt able to reach out for a 1-1 with my manager and had incredible support from her and the team. There was a clear message that my family life must come first, and they trusted my work ethic, knowing I didn’t want my circumstances to impact the project. I able to step back from in person work to shield, also manage my workload and calendar around medical appointments, moments of feeling vulnerable and managing fatigue. New solutions to meeting our targets were discussed and acted on together.

I was now the main income provider. My manager checked I knew the support available within our organisation and was supported outside of work. Our carers policy offered clarity and reassurance. Due to all of this and the SMART working four-day week, I was able to maintain my work and given a promotion to full-time senior manager. All these aspects came together to support emotionally, and financially. For me, working is a much-needed normality and respite.” – Anonymous carer