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This article focuses on organisations' flexible working policies and the UK's Right to Request Flexible Working legislation first introduced in 2002 and progressively extended in 2009 and 2014. It critically explores the existing literature around flexible working to examine the UK's policy approach through a gendered lens and by adopting Bacchi's framework «What's the problem represented to be». Three themes from the literature are identified and explored to problematise the deep-seated assumptions and silences underpinning policy: namely, the dominance of the business case rationale; the gendered substructure of organisations; and the disjuncture between policy «on paper» and policy «in practice». Through the lens of Bacchi, the article highlights that the «problems» underpinning the UK's Right to Request legislation and organisation's flexible working policies are neither fixed nor static, discursively shifting across «time», and that flexible working policies must be analytically situated within their social and economic contexts. ; Este artículo se centra en las políticas de trabajo flexible de las organizaciones y en la legislación del Reino Unido sobre el derecho a solicitar trabajo flexible, introducida en 2002 y ampliada progresivamente en 2009 y 2014. Explora críticamente la literatura existente sobre el trabajo flexible para examinar el enfoque de políticas del Reino Unido a través de una lente de género y adoptando el marco de Bacchi «¿Cómo se representa el problema?». A partir del marco teórico, se identifican y exploran tres temas para problematizar los supuestos y silencios que están profundamente arraigados y sostienen la política: a saber, el predominio de la lógica de los negocios; la subestructura de género de las organizaciones; y la brecha entre la política «en papel» y la política «en la práctica». A través de la lente de Bacchi, el artículo destaca que los «problemas» que yacen debajo de la legislación sobre el derecho a solicitar trabajo flexible del Reino Unido y las políticas de trabajo flexible de las organizaciones no son fijos ni estáticos, cambian discursivamente a través del «tiempo», y que las políticas de trabajo flexibles deben estar situadas analíticamente dentro de sus contextos sociales y económicos.

This article focuses on organisations' flexible working policies and the UK's Right to Request Flexible Working legislation first introduced in 2002 and progressively extended in 2009 and 2014. It critically explores the existing literature around flexible working to examine the UK's policy approach through a gendered lens and by adopting Bacchi's framework «What's the problem represented to be». Three themes from the literature are identified and explored to problematise the deep-seated assumptions and silences underpinning policy: namely, the dominance of the business case rationale; the gendered substructure of organisations; and the disjuncture between policy «on paper» and policy «in practice». Through the lens of Bacchi, the article highlights that the «problems» underpinning the UK's Right to Request legislation and organisation's flexible working policies are neither fixed nor static, discursively shifting across «time», and that flexible working policies must be analytically situated within their social and economic contexts. ; Este artículo se centra en las políticas de trabajo flexible de las organizaciones y en la legislación del Reino Unido sobre el derecho a solicitar trabajo flexible, introducida en 2002 y ampliada progresivamente en 2009 y 2014. Explora críticamente la literatura existente sobre el trabajo flexible para examinar el enfoque de políticas del Reino Unido a través de una lente de género y adoptando el marco de Bacchi «¿Cómo se representa el problema?». A partir del marco teórico, se identifican y exploran tres temas para problematizar los supuestos y silencios que están profundamente arraigados y sostienen la política: a saber, el predominio de la lógica de los negocios; la subestructura de género de las organizaciones; y la brecha entre la política «en papel» y la política «en la práctica». A través de la lente de Bacchi, el artículo destaca que los «problemas» que yacen debajo de la legislación sobre el derecho a solicitar trabajo flexible del Reino Unido y las políticas de trabajo ...

This article focuses on organisations' flexible working policies and the UK's Right to Request Flexible Working legislation first introduced in 2002 and progressively extended in 2009 and 2014. It critically explores the existing literature around flexible working to examine the UK's policy approach through a gendered lens and by adopting Bacchi's framework «What's the problem represented to be». Three themes from the literature are identified and explored to problematise the deep-seated assumptions and silences underpinning policy: namely, the dominance of the business case rationale; the gendered substructure of organisations; and the disjuncture between policy «on paper» and policy «in practice». Through the lens of Bacchi, the article highlights that the «problems» underpinning the UK's Right to Request legislation and organisation's flexible working policies are neither fixed nor static, discursively shifting across «time», and that flexible working policies must be analytically situated within their social and economic contexts.

Much is being done by governments and organizations to help workers reconcile their family and employment responsibilities. One such measure has been the introduction of flexible working policies. While academic and policy debates focus on the barriers to flexible working, less consideration is paid to those who work alongside flexible workers. Through a gendered lens, this article focuses on professional women and explores the implications of UK flexible working policies for women's workplace relations in organizations that have traditionally been based on male models of working. Drawing on interviews conducted in three English organizations, it was found that the women's interests did not always coincide and that their social relationships, with respect to flexible working, involved both support and resentment. In particular, the women's interests were affected by organizational and job‐related factors and their stage in the life course. These findings illuminate the ways in which policies are negotiated at the level of daily workplace life and show that co‐workers are a pivotal part of the wider picture of flexible working.