workplace, those who are not affected by the legislation may resent those who are able to arrive late or leave early. To quote another client "it almost feels that this latest legislation discriminates against people without children or caring responsibilities."

The extension of the right to request flexible working to carers is a step in the right direction. But to apply this right to all staff would create a more motiva

On 6 April 2007, new laws on flexible working were introduced in the UK. Prior to this date, only parents with children under six and disabled children under 18 had the right to apply for flexible working. The Work and Families Act 2006 has extended the rights to carers of adults.

The new rights give an estimated 1.4 million more employees the right to request flexible working to care for an adult. The definition of a carer is someone who is or expects to be a carer of an adult who is:

• married to or the partner of an employee,
• is a near relative of the employee or
• lives at the same address as the employee.

Caring responsibilities include helping with personal care and nursing, emotional support as well as household support.

The legislation can help those who have responsibilities for children and adults with caring needs. But it must be remembered that this is the right to request flexible working and is not guaranteed, and will ultimately be based on business need. So, how will it work in practice?

One of my clients feels that she will not be supported to apply for flexible working. She says “early last year my mother was diagnosed with Alzheimer’s. At the time I had already used leave to help deal with various issues related specifically to her condition. I have every intention of trying to take advantage of the new flexible working legislation for carers. Will the company I work for agree? I don’t think so. The likelihood is that they’ll come up with some vague informal arrangement that leaves me feeling vulnerable and unlikely to do anything other than continue to take my annual leave”.

Where flexible working is accepted in the workplace, those who are not affected by the legislation may resent those who are able to arrive late or leave early. To quote another client "it almost feels that this latest legislation discriminates against people without children or caring responsibilities."

The extension of the right to request flexible working to carers is a step in the right direction. But to apply this right to all staff would create a more motivat

er is someone who is or expects to be a carer of an adult who is:

• married to or the partner of an employee,
• is a near relative of the employee or
• lives at the same address as the employee.

Caring responsibilities include helping with personal care and nursing, emotional support as well as household support.

The legislation can help those who have responsibilities for children and adults with caring needs. But it must be remembered that this is the right to request flexible working and is not guaranteed, and will ultimately be based on business need. So, how will it work in practice?

One of my clients feels that she will not be supported to apply for flexible working. She says “early last year my mother was diagnosed with Alzheimer’s. At the time I had already used leave to help deal with various issues related specifically to her condition. I have every intention of trying to take advantage of the new flexible working legislation for carers. Will the company I work for agree? I don’t think so. The likelihood is that they’ll come up with some vague informal arrangement that leaves me feeling vulnerable and unlikely to do anything other than continue to take my annual leave”.

Where flexible working is accepted in the workplace, those who are not affected by the legislation may resent those who are able to arrive late or leave early. To quote another client "it almost feels that this latest legislation discriminates against people without children or caring responsibilities."

The extension of the right to request flexible working to carers is a step in the right direction. But to apply this right to all staff would create a more motiva

with caring needs. But it must be remembered that this is the right to request flexible working and is not guaranteed, and will ultimately be based on business need. So, how will it work in practice?

One of my clients feels that she will not be supported to apply for flexible working. She says “early last year my mother was diagnosed with Alzheimer’s. At the time I had already used leave to help deal with various issues related specifically to her condition. I have every intention of trying to take advantage of the new flexible working legislation for carers. Will the company I work for agree? I don’t think so. The likelihood is that they’ll come up with some vague informal arrangement that leaves me feeling vulnerable and unlikely to do anything other than continue to take my annual leave”.

Where flexible working is accepted in the workplace, those who are not affected by the legislation may resent those who are able to arrive late or leave early. To quote another client "it almost feels that this latest legislation discriminates against people without children or caring responsibilities."

The extension of the right to request flexible working to carers is a step in the right direction. But to apply this right to all staff would create a more motiva

s related specifically to her condition. I have every intention of trying to take advantage of the new flexible working legislation for carers. Will the company I work for agree? I don’t think so. The likelihood is that they’ll come up with some vague informal arrangement that leaves me feeling vulnerable and unlikely to do anything other than continue to take my annual leave”.

Where flexible working is accepted in the workplace, those who are not affected by the legislation may resent those who are able to arrive late or leave early. To quote another client "it almost feels that this latest legislation discriminates against people without children or caring responsibilities."

The extension of the right to request flexible working to carers is a step in the right direction. But to apply this right to all staff would create a more motiva

workplace, those who are not affected by the legislation may resent those who are able to arrive late or leave early. To quote another client "it almost feels that this latest legislation discriminates against people without children or caring responsibilities."

The extension of the right to request flexible working to carers is a step in the right direction. But to apply this right to all staff would create a more motivated workforce. In addition, it would have a positive effect on employee’s attitudes and morale and lead to increased productivity. This would therefore allow employees to develop a better work life balance, which is an increasing challenge in today’s society.