4 min read

Flexible FAQs – general enquiries we get from professionals

I saw that your mission is to achieve gender equality in business leadership.
FAQs about flexible work (and some other subjects) asked by Juggle professionals
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I saw that your mission is to achieve gender equality in business leadership. Are you only helping women find flexible work?

Juggle’s overall mission is to democratise the future of work and ensure that 50% of business leaders are female by 2027, but that doesn’t mean we aren’t helping men find flexible work.
We do have internal targets regarding placements. We aim to place women in 50-70% of our roles (the rate is about 65% right now). More than 70% means that we aren’t supporting men enough, less than 50% means we’re not contributing towards our mission.
We believe that flexible working itself will do a lot to address the systemic biases that contribute to gender equality, and will provide equal benefits for men. For one thing, flexible working will close the paternity gap that prevents fathers from adopting equal caregiving roles. Advocating for flexible work is one of the most powerful things we can do to to improve employment for everyone.

What employment sectors/industries does Juggle hire for?

While we specialise in particular types of roles, Juggle are sector-agnostic. Our only criteria is whether a company is prepared to make a commitment to flexible working and employee wellbeing.  

What roles does Juggle specialise in hiring for?

Right now Juggle specialises in roles relating to Sales & Marketing, Finance & Accounting and Talent & HR. We plan to expand to include new roles during 2019.

I’ve always been full-time. How do I decide what my daily or contract rate should be?

Good question – we’ve actually got a calculator for that if you’d like to drop us a line. It uses your current pro-rata salary to calculate and appropriate rate. Bear in mind that your new role may not include things like holiday pay or paid sick leave. You’ll need to factor these into your final rate.

I’m thinking about going part-time; how does this affect the things I’m used to receiving like paid holiday, sick-leave and benefits?

If you are a permanent part-time worker you have the same statutory rights as a full-time worker. You’re still covered by your employer’s sickness, paternity/maternity and holiday policy. In most cases your holiday entitlement is a simple pro-rata arrangement. You should also receive equal opportunities for things like on-the-job training. Unfortunately, non-statutory benefits vary hugely from company to company. If you’re staying with the same employer but going part-time you should double check that your current benefits will still be available (and whether your employer is prepared to negotiate if not).  

I want to go part-time; should I expect a pay cut?

While your salary entitlement will obviously decrease depending on time worked, you should not see a further cut to your wages. Your hours/days of work are exactly as valuable as they were when you were full-time, and your statutory rights are the same regardless of how many hours you work. If you employer wants to lower your equivalent salary then we suggest aggressively negotiating… or finding a new employer.

How do I set myself up as a contractor?

Becoming a contractor doesn’t need to be challenging or complicated, but it does depend on how involved you want to be in the process, and how you want to be paid and taxed (at time of writing, the UK Government is proposing significant changes to the way limited companies are taxed). If you’re setting yourself up as a sole trader, we suggest opening an account with our friends Coconut – they’ll help you calculate and pay your tax, track your expenses and manage your invoices.  

I need flexible working because I have caregiving responsibilities. How do I arrange this with my employer – won’t they be hesitant about someone who’s not 100% committed?

If you’ve been a permanent employee for 26 weeks or more you are legally entitled to make a flexible working request. Unfortunately, not every employer is as dedicated to flexible working and employee wellbeing as we would like.
Our advice? Be honest, upfront and start the conversation at the earliest opportunity. Don’t hide your responsibilities and needs until they begin to pile up; come up with a plan to address them in the most efficient way possible and go through them step-by-step with your employer. Take charge of communications and make sure you maintain them.
Remember – most businesses are full of human beings, who respond best to honesty, empathy and good faith. If your business isn’t full of human beings it might be time to start looking elsewhere.

What if my job isn’t delivering on the flexible arrangement?

Did you find your job through Juggle? Raise your issues ASAP with your Flexibility Liaison. They will start investigating immediately: we take our commitment to flexibility very seriously and demand that our business partners do the same.
Non-Juggle job? Unfortunately “flexism” is real, but your employer has a legal obligation to stick to a flexible working arrangement just as you do. If no formal agreement is in place we would suggest making a proper request so that terms are clarified and everyone knows where they stand. If an agreement exists but is not being honoured then your line manager or HR department is the place to start.

What’s the best way to negotiate a payrise/promotion?

Politely, forthrightly, and with data on your side.
Some other thoughts:
We suggest not waiting around; if you think you deserve it now then ask now (or tomorrow, at least). Future business circumstances may not necessarily favour you, so don’t hang around waiting to see if something changes.
Be prepared to be turned down, and for your manager to have a counter-proposal with new expectations. Make sure you walk away with a hard date when the matter will be up for discussion again and, if your boss has set you further targets, that those targets are reasonable, actionable and measurable.

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Romanie Thomas

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