‘Letters aren’t good’: the operation of the right to request flexible working post-maternity leave in UK small and medium-sized companies

Abstract

This article contributes to existing literature on flexible working at an organisational level by presenting the results of a qualitative study of women employees and managers in small firms who have been involved in negotiating part-time hours on return to work post-maternity leave. The study finds that the right to request flexible working has become embedded in the policies of small firms and that the overwhelming experience of women employees was positive: their requests were accepted because they were perceived as valuable and consequently their managers wanted to retain them. However employees who lacked ongoing managerial support had a less positive experience. The study also examines other aspects of the operation of the right to request such as the efficacy of written policies on flexible working and the extent to which the negotiation process was formalised.

Family friendly policies: a double-edged sword?

“…Studies discussing the impacts of utilization of FFPs on various aspects of women's careers were included (Masood and Nisar, 2020;Shanmugam and Agarwal, 2019;Wheatley, 2017;Formankova and K riz ˇkova, 2015) Studies explaining the difficulties faced in availing or implementation of FFPs were excluded (Chung, 2019;Atkinson, 2016;Munsch, 2016;Gatrell et al, 2014).…”

“…In this step, 181 articles were removed and 95 articles were retained for further review. Thereafter, each of these remaining articles were studied in detail and following criteria were set to further include or exclude a study: Studies discussing the impacts of utilization of FFPs on various aspects of women’s careers were included (Masood and Nisar, 2020; Shanmugam and Agarwal, 2019; Wheatley, 2017; Formankova and Křižkova, 2015) Studies explaining the difficulties faced in availing or implementation of FFPs were excluded (Chung, 2019; Atkinson, 2016; Munsch, 2016; Gatrell et al , 2014). Studies which explained about the adverse impacts of FFP usage only on males’ careers were excluded (Noback et al , 2016; Vandello et al , 2013).…”

“…Studies explaining the difficulties faced in availing or implementation of FFPs were excluded (Chung, 2019; Atkinson, 2016; Munsch, 2016; Gatrell et al , 2014).…”

Predictors and Outcomes of U.S. Quality Maternity Leave: A Review and Conceptual Framework

“…Thus, workplace culture and support and its impact on parenthood and maternity leave may be critical contributing factors to mothers’ QML. For example, a generally supportive workplace culture may include supervisors informing mothers of organizational policies regarding leave, benefits, and breastfeeding; offering flexible work schedules or location (e.g., telecommuting); and providing support to employees in utilizing these policies (Atkinson, 2016; Boushey, 2008; Cabrera, 2009; Goodman, 2018). In contrast, some workplace cultures may be unsupportive of caregiving roles, unwilling to provide flexibility, and unhelpful in providing adequate information regarding benefits available to employees.…”

The coronavirus & work-life inequality: Three evidence-based initiatives to update U.S. work-life employment policies

“…51,52 Flexible work schedule policies were initiated to address childcare responsibilities and gave employees the right to request changes in when they work (flextime), how many hours they work (flexload), and where they work (flexplace). 53 Employers are obligated to formally respond to these requests, indicating whether the changes can be accommodated and the specific grounds for any refusals, such as cost or customer demands. 54 Multiple studies involving small, medium, and large employers have shown that such policies enhance employees' desire to work at companies that offer them.…”