Why charities insisting on flexible hours could discriminate against women

Many charities and non-profits are looking at the future of their offices and work arrangements, after the massive shake-up of the usual arrangements brought about by the pandemic.

Technology has transformed working culture, enabling working from home and a shift from fixed working hours to more flexible working for many.

Some of the changes have clearly brought benefits, for employers and employees, and there is a keenness in much of the sector not simply to go back to the old normal when that becomes an option, but to “build back better” in this area.

Two recent cases from the Employment Appeal Tribunal illustrate, however, both how flexible hours in particular do not always work for everyone, and the way in which the risk of discrimination can arise when “one way flexibility” is imposed by an employer on its staff.

For commentary on the cases, head over to our sister blog hr law live.