Are There Various Methods Of Flexible Working And They Benefit Both The Employer And The Employee?
There is no doubt that the advent of the Flexible Working (Procedural Requirements) Regulations (2002) saw the birth of a positive change in working practices in the United Kingdom. There have been a lot of regulations recently regarding employment conditions, many of which have their foundation in the European Community. Some examples include the Working Time Directive (WTD), launched in 1998, which capped the number of hours to be worked to 48 per week, and the introduction of the National Minimum Wage (NMW) in 1999. While these rules all form part of the UK’s employment law, there are certain differences in how they are applied. For example, the National Minimum Wage applies to all workers who is working or seeking work, but the Working Time Directive is optional due to a mechanism whereby the employee can opt out. The application of the Flexible Working Regulations is mostly optional for the employer. Only in certain circumstances involving the care of children or disabled family m
Related Questions
- Can we take an employee who currently is working for an employer who has 20+ employees that is 65 years old and eligible for the employer group plan and offer them Seniors Choice?
- If an employee comes from an outside of government employer who had a flexible benefit account program, do they need to wait the 6 month waiting period?
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