A regional member is celebrating a win for work-life balance after the QNMU helped her secure a 12-month flexible working arrangement to manage childcare responsibilities.

Our member, who is the primary carer for her two children under two, works part time while her husband works full time with early starts running a small business.

Returning from maternity leave after the birth of her second child, management initially granted our member a three-month Flexible Work Arrangement (FWA). However, as that agreement neared expiry, she requested a new arrangement based on the same, unchanged need to manage childcare and family responsibilities.

Management refused and instead offered only another three-month FWA.

With no other family or support persons to help and with only two days of childcare available, three months offered no capacity for long term childcare planning and the member feared she would have no choice but to resign.

Under pressure from management to comply, the member turned to QNMU and we were able to bring both parties to the table to negotiate a compromise.

This is a great outcome for our member and highlights the entitlement under the Nurses and Midwives (Queensland Health) Award – State 2015 which is replicated in the Queensland Health, Flexible Work Arrangements policy.

To be clear, managers can refuse an FWA request or decide to grant only a partial one, but “only on reasonable grounds” and must provide clear written reasons within 21 days.

Recently, the QNMU has noticed managers in QH arguing “rosters must be equitable for all” as reasonable grounds” for a refusal.

We are of the view however that each request for an FWA should be judged on its own merit and encourage members to speak to the QNMU if you believe your manager is not being reasonable.

In our experience, members can usually be assisted without disadvantaging colleagues and managers, and employees’ circumstances often change over time.

Meanwhile, for members in the private sector, the Federal government recently recognised limitations in the flexible work provisions in current federal laws, and has taken steps to address this
in the new Secure Jobs, Better Pay legislation.