In our past few blogs, we’ve covered the major benefits job sharing offers. Both employers and employees can really stand to gain from positions being filled on a job share basis. However, one stand out question remains, “how do I raise the subject of job sharing?”
This is something that individuals may struggle with either in the application for a new job or when looking to switch from a full-time role to a part-time one. What’s the best way to broach the subject? And what do you do when you encounter problems?
Applying for a new job:
Don’t be afraid to apply for a full-time job on a job share basis, the key is to be open from the beginning. As the applicant(s) it’s your job to assure the employer that this will be no more difficult to deal with than if you were a single applicant.
If you don’t already have a job share partner, find one before applying and work out the time that you will both need off and when you can both work. This will assure your prospective employer that you’re both organised and won’t leave them with a headache when it comes to scheduling. This will also make things easier when it comes to the interview phase.
Provide individual covering letters and CVs. This will give the employer an opportunity to asses you both individually and ensure that you are both capable of fulfilling the role independently from one another. If you’re the best two for the job, there should be no trouble in taking on two employees for the price of one!
Requesting a job share in your current role
It may be a little daunting asking your current employer to change the terms of your employment, but there’s no need to worry! As a permanent member of staff, it’s your right to request work on a more flexible basis. (As of the 30th of June 2014, if you have worked for more than 26 weeks you may request flexible working.) Your employer is obligated to review each application for flexible working and can only refuse should it have a detrimental effect on the business.
There’s a few things you should ensure you do when you apply for flexible working:
Make sure that you outline all the changes you would like to take place. This needs to include a date from which the changes will happen, how and when you can work and when you can’t work. This will allow your employer to see from the outset if these changes are feasible.
Think about what problems may be caused by you beginning a job share. This can cover a number of things from reduced productivity to complications for other colleagues. Don’t try and hide these issues, address them head on and provide solutions where possible. Letting your employer know exactly what they are getting in for and coming pre-prepared will work in your favour when it’s time to decide.
An employer can refuse an application for a job share or flexible working based on a number of factors including the burden of additional costs, negative effect on performance, failure to continue to meet customer demand, inability to redistribute workload to existing staff etc. With these in mind it will pay to have a plan to ensure these aren’t a problem. Any refusal notice must provide the grounds on which the decision was made, this will give you the opportunity to appeal and offer a counter argument as to why these point shouldn’t be an issue.
Now your armed with this information, if you feel like you could benefit from a job share, sign up today! We’re here to help you find your perfect job share partner.
