http://www.bbc.co.uk/news/business-28078690

There will need to be an appeals process to go with it - I can think of at least three instances in my workplace where the twisted witch in charge messed people about needlessly, and that's before you get into more day to day stuff like leave.

Certainly where I work, we have a lot of part-time staff. It means they can work differing shifts but it can be a pain to juggle/manage. Not everyone can work so they can have friday off or leave early. Someone has to do the unwanted shifts. But it also means that those who aren't there as longer lose out as part of a team, as part of the practice - they might not be abreast of current developments in the practice, and they're not as efficient as staff who are there full time.

Agreed, though in my place they lost perfectly good, experienced and trained staff just because said witch saw it as some challenge to her authority. It then took months for replacements and the backlog of work meant more money was spent in OT. Oh, and these were agency workers - she has refused core staff (if you will) transfers, threatened people with the sack if not attending a meeting, you name it...

On the other hand, a lot of jobs, especially shift work on a production line can't be so flexible. Somebody half way along the line can't decide to quit an hour early, then the whole line grinds to a halt...

It's a right to request. Requests can be denied, they just have to be fair and reasonable about it.

Also the flexible working is not “Can I leave tomorrow at 2) but agreeing a proper shift pattern “ can I work Mon – Fri 7.00 to 3.00 for example)

I have some friends who have managed to do this well – they have just had a baby (OK its one now) but he works M-F while she works reduced hours Sat – Tuesday. That means they only need to have the sprog in nursery for 2 days a week which saves them both money and (IMO) is better for the baby