{'fraction_non_alphanumeric': 0.01264591439688716, 'fraction_numerical': 0.0, 'mean_word_length': 5.198795180722891, 'pattern_counts': {'":': 0, '<': 0, '<?xml version=': 0, '>': 0, 'https://': 0, 'lorem ipsum': 0, 'www.': 0, 'xml': 0}, 'pii_count': 0, 'substrings_counts': 0, 'word_list_counts': {'cursed_substrings.json': 0, 'profanity_word_list.json': 0, 'sexual_word_list.json': 0, 'zh_pornsignals.json': 0}}
‘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.