{"id":9040981,"date":"2026-04-15T07:00:57","date_gmt":"2026-04-15T07:00:57","guid":{"rendered":"https:\/\/www.gremicat.es\/?p=9040981"},"modified":"2026-04-13T08:53:19","modified_gmt":"2026-04-13T08:53:19","slug":"work-adjustments-and-reduced-work-hours-are-not-the-same-thing","status":"publish","type":"post","link":"https:\/\/www.gremicat.es\/en\/work-adjustments-and-reduced-work-hours-are-not-the-same-thing\/","title":{"rendered":"Work adjustments and reduced work hours are not the same thing"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"9040981\" class=\"elementor elementor-9040981 elementor-9040979\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-aa39486 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"aa39486\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-a1b957d\" data-id=\"a1b957d\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-ea773c0 elementor-widget elementor-widget-heading\" data-id=\"ea773c0\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Requests for flexible work schedules are on the rise. The concern is not the request itself, but how it is handled. A poorly worded refusal can result in an automatic approval by court order. Flexible work schedules do not equate to reduced work hours. And refusing to negotiate is not an option. Recent court rulings have set the standard quite clearly. \n<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-d80b65c elementor-widget elementor-widget-spacer\" data-id=\"d80b65c\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-5bd3a69 elementor-widget elementor-widget-text-editor\" data-id=\"5bd3a69\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Article 34.8 of the Workers\u2019 Statute (ET) is no longer merely a declaratory provision. In recent years, and especially following its reform, it has become one of the most contentious issues in labor management. Companies face a clear tension: on the one hand, the right to work-life balance; and on the other, the need to maintain productive operations.<\/span><\/p><p><span style=\"font-weight: 400;\">The key is not in saying yes or no. The key lies in how one responds.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-97a9e4c elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"97a9e4c\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-ef6f9cd\" data-id=\"ef6f9cd\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-1009399 elementor-widget elementor-widget-spacer\" data-id=\"1009399\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-9c2d516 elementor-widget elementor-widget-heading\" data-id=\"9c2d516\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">What happens when a company denies a request for accommodation in court?\n<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-9bd195f elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"9bd195f\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-6a7310d\" data-id=\"6a7310d\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-d5a0c2c elementor-widget elementor-widget-text-editor\" data-id=\"d5a0c2c\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">When an employee challenges a company\u2019s denial, labor courts do not simply verify whether the company said \u201cno.\u201d They analyze the entire process.<\/span><\/p><p><b>a) Reasonableness and proportionality<\/b><\/p><p><span style=\"font-weight: 400;\">The court will weigh whether the requested measure is reasonable in relation to:<\/span><\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The actual work-life balance needs.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The company\u2019s internal organization.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The operational impact.<\/span><\/li><\/ul><p><span style=\"font-weight: 400;\">It is not enough to simply allege \u201corganizational problems.\u201d They must be substantiated.<\/span><\/p><p><span style=\"font-weight: 400;\">A generic refusal, without objective data or specific justification, usually works against the company.<\/span><\/p><p><b>b) Genuine negotiation process<\/b><\/p><p><span style=\"font-weight: 400;\">Since the amendment to Article 34.8 of the Workers\u2019 Statute, the company is required to initiate an effective negotiation process within a maximum of 15 days.<\/span><\/p><p><span style=\"font-weight: 400;\">This is not a mere formality. There must be genuine dialogue, an exchange of proposals, and an analysis of alternatives.<\/span><\/p><p><span style=\"font-weight: 400;\">The Supreme Court, in STS 825\/2025, has been clear: If there is no negotiation and the employee goes to court, the measure is automatically granted unless it is manifestly unreasonable or disproportionate.<\/span><\/p><p><span style=\"font-weight: 400;\">Failing to respond, responding after the deadline, or simply rejecting the proposal without negotiating may result in automatic judicial approval.<\/span><\/p><p><b>c) Proven organizational impact<\/b><\/p><p><span style=\"font-weight: 400;\">The courts will examine:<\/span><\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Whether there is a disruption to shift schedules.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Whether it affects customers or production.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Whether it requires additional hiring<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Whether it causes harm to other employees.<\/span><\/li><\/ul><p><span style=\"font-weight: 400;\">But it is not enough to simply state this. It must be proven.<\/span><\/p><p><span style=\"font-weight: 400;\">Abstract arguments such as \u201cthis disrupts the company\u201d are usually insufficient if not accompanied by data.<\/span><\/p><p><b>d) Shared Responsibility<\/b><\/p><p><span style=\"font-weight: 400;\">In cases involving childcare, the courts consider:<\/span><\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The other parent\u2019s employment situation.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Whether there is joint custody.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Whether there are realistic care alternatives.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Whether both parents are sharing responsibilities.<\/span><\/li><\/ul><p><span style=\"font-weight: 400;\">Work-life balance cannot be granted unilaterally without analyzing the family context.<\/span><\/p><p><span style=\"font-weight: 400;\">When the other parent has compatible work schedules and does not request similar measures, this factor can be decisive.<\/span><\/p><p><b>e) Constitutional dimension<\/b><\/p><p><span style=\"font-weight: 400;\">The right to work-life balance has constitutional significance, but it is not absolute.<\/span><\/p><p><span style=\"font-weight: 400;\">It must be exercised in a manner that is balanced with the freedom of enterprise and productive organization.<\/span><\/p><p><span style=\"font-weight: 400;\">The courts are seeking balance, not automatic rulings.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-db904d6 elementor-widget elementor-widget-spacer\" data-id=\"db904d6\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-b3bfc29 elementor-widget elementor-widget-heading\" data-id=\"b3bfc29\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">A recent example is the ruling by the High Court of Justice of Castile and Le\u00f3n on July 30, 2025.\n<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-eb51a5f elementor-widget elementor-widget-spacer\" data-id=\"eb51a5f\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-a23623f elementor-widget elementor-widget-text-editor\" data-id=\"a23623f\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">In this case, an employee requested:<\/span><\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Reduced hours.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Workplace accommodations.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Telework.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Exclusion of Saturdays.<\/span><\/li><\/ul><p><span style=\"font-weight: 400;\">The company rejected the initial proposal and offered an alternative. The Court considered the company\u2019s refusal justified because:<\/span><\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The position required on-site presence.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Most of the work took place in the afternoons and on Saturdays.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Negotiations were initiated.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The employee was inflexible.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The other parent was available.<\/span><\/li><\/ul><p><span style=\"font-weight: 400;\">The ruling confirmed that the company\u2019s proposal was reasonable and proportionate.<\/span><\/p><p><span style=\"font-weight: 400;\">The company\u2019s flexibility and the employee\u2019s willingness to negotiate are also considered by the court.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-3118aa5 elementor-widget elementor-widget-spacer\" data-id=\"3118aa5\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-dba26c2 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"dba26c2\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-50fbac0\" data-id=\"50fbac0\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-3c5a9f8 elementor-widget elementor-widget-heading\" data-id=\"3c5a9f8\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Are Accommodation and Reduction the Same Thing?\n<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-da953a6 elementor-widget elementor-widget-text-editor\" data-id=\"da953a6\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">It is common for a request for accommodation to include a disguised reduction. Legally, however, they are distinct concepts.<\/span><\/p><p><b>Reduction of Working Hours <\/b><span style=\"font-weight: 400;\">(Art. 37.6 of the Workers\u2019 Statute)<\/span><\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Automatic right.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Involves a proportional reduction in pay.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Must be applied daily (unless otherwise agreed).<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The employer cannot refuse if the requirements are met.<\/span><\/li><\/ul><p><b>Work schedule adjustment <\/b><span style=\"font-weight: 400;\">(Art. 34.8 ET)<\/span><\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Right to request, not to demand.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Does not reduce pay.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Requires negotiation.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">May be denied if justified.<\/span><\/li><\/ul><p><span style=\"font-weight: 400;\">Attempting to combine both measures creates unnecessary conflicts.<\/span><\/p><p><span style=\"font-weight: 400;\">If a request for adjustment includes a partial reduction on specific days, the correct approach is to submit two separate requests.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-5a9535d elementor-widget elementor-widget-spacer\" data-id=\"5a9535d\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-734811d elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"734811d\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-e7b52a8\" data-id=\"e7b52a8\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-e4c82a5 elementor-widget elementor-widget-heading\" data-id=\"e4c82a5\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">The Costliest Mistake: Failing to Negotiate\n<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-fcc6465 elementor-widget elementor-widget-text-editor\" data-id=\"fcc6465\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Supreme Court Ruling 825\/2025 has established an important legal precedent by stating that if the company refuses to negotiate and the employee files a lawsuit, the relief sought is automatically granted, unless there is clear unreasonableness.<\/span><\/p><p><span style=\"font-weight: 400;\">Silence is no longer neutral. It is dangerous.<\/span><\/p><p><span style=\"font-weight: 400;\">The risk is not just losing the case. Damages may also be awarded if a violation of fundamental rights is proven.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-ded248b elementor-widget elementor-widget-spacer\" data-id=\"ded248b\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-5608594 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"5608594\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-ccae4ac\" data-id=\"ccae4ac\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-1cf1c95 elementor-widget elementor-widget-heading\" data-id=\"1cf1c95\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">The role of good faith\n<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-892c349 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"892c349\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-a3160ca\" data-id=\"a3160ca\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-407774c elementor-widget elementor-widget-text-editor\" data-id=\"407774c\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">The courts are placing increasing weight on good faith in negotiations. The following is analyzed:<\/span><\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Whether the employee demonstrates the need.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Whether the company proposes viable alternatives.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Whether there is a genuine balance.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Whether there is a collaborative attitude.<\/span><\/li><\/ul><p><span style=\"font-weight: 400;\">Good faith is not a theoretical concept. It is proving to be decisive in the judgments.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-470dbb3 elementor-widget elementor-widget-spacer\" data-id=\"470dbb3\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-69e43ff elementor-widget elementor-widget-heading\" data-id=\"69e43ff\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Case Study<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-02662f0 elementor-widget elementor-widget-text-editor\" data-id=\"02662f0\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">A company with 35 employees receives a request for accommodations to:<\/span><\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Work only the morning shift.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Eliminate Saturdays.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Work from home two days a week.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Reduce working hours on two specific afternoons.<\/span><\/li><\/ul><p><span style=\"font-weight: 400;\">The company:<\/span><\/p><ol><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Fails to respond within the deadline.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Refuses to enter negotiations.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Merely issue a generic rejection.<\/span><\/li><\/ol><p><span style=\"font-weight: 400;\">The employee files a lawsuit.<\/span><\/p><p><span style=\"font-weight: 400;\">Likely outcome under current case law: Automatic approval of the accommodation (unless there is manifest disproportion).<\/span><\/p><p><span style=\"font-weight: 400;\">Now let\u2019s imagine the same case handled correctly:<\/span><\/p><p>\u00a0<\/p><ol><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Formal initiation of negotiations.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Request for reasonable information.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Documented analysis of the impact.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Interim alternative proposal.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Reasoned written communication.<\/span><\/li><\/ol><p>\u00a0<\/p><p><span style=\"font-weight: 400;\">In this scenario, the company has a much better chance of defending its position.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-c562e86 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"c562e86\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-398bc97\" data-id=\"398bc97\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-49c39df elementor-widget elementor-widget-spacer\" data-id=\"49c39df\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-21a3270 elementor-widget elementor-widget-heading\" data-id=\"21a3270\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Strategy for Companies<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-d7bc5b2 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"d7bc5b2\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-9b6fab4\" data-id=\"9b6fab4\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-03564c6 elementor-widget elementor-widget-text-editor\" data-id=\"03564c6\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Workplace accommodation is no longer a minor issue. It is one of the current focal points of labor litigation. The risk does not lie in granting or denying a request. The risk lies in failing to manage the process correctly.<\/span><\/p><p>\u00a0<\/p><p><i><span style=\"font-weight: 400;\">We recommend:<\/span><\/i><\/p><p><br \/><i><\/i><\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><i><span style=\"font-weight: 400;\">Establishing protocols for accommodation requests.<\/span><\/i><\/li><\/ul><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><i><span style=\"font-weight: 400;\">Developing templates for reasoned responses.<\/span><\/i><\/li><\/ul><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><i><span style=\"font-weight: 400;\">Documenting the negotiation process.<\/span><\/i><\/li><\/ul><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><i><span style=\"font-weight: 400;\">Train team leaders.<\/span><\/i><\/li><\/ul><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><i><span style=\"font-weight: 400;\">Review applicable collective bargaining agreements.<\/span><\/i><\/li><\/ul><p>\u00a0<\/p><p><i><span style=\"font-weight: 400;\">If your company is receiving requests for accommodation or reduced hours, or if you wish to review your internal procedures to avoid risks, we are available to:<\/span><\/i><\/p><p><br \/><i><\/i><\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><i><span style=\"font-weight: 400;\">Audit your work-life balance protocol.<\/span><\/i><\/li><\/ul><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><i><span style=\"font-weight: 400;\">Draft response templates aligned with case law.<\/span><\/i><\/li><\/ul><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><i><span style=\"font-weight: 400;\">Analyze specific cases before they escalate to court.<\/span><\/i><\/li><\/ul><p><i><\/i><br \/><br \/><\/p><p><span style=\"font-weight: 400;\">For more information, please contact our <\/span><a href=\"https:\/\/www.gremicat.es\/en\/labour-consultancy\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Labour consulting<\/span><span style=\"font-weight: 400;\">.<\/span><\/a><\/p><p><span style=\"font-weight: 400;\">If you find this interesting, please share it on social media. Thank you!<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>Requests for flexible work schedules are on the rise. The concern is not the request itself, but how it is handled. A poorly worded denial could result in an automatic approval by court order<\/p>\n","protected":false},"author":1,"featured_media":9040985,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[876],"tags":[],"class_list":["post-9040981","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-labour"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Work adjustments and reduced work hours are not the same thing - gremicat<\/title>\n<meta name=\"description\" content=\"Requests for flexible work schedules are on the rise. The concern is not the request itself, but how it is handled. 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