Before refusing a request for flexible work practice an employer must first consider:

• Does the existing workplace policy disadvantage women or carers?
• Would a refusal to change the policy be unreasonable considering the consequences to the person who cannot comply, the cost alternative to the company and the financial circumstances of the company?

Liability cannot be avoided by showing the flexible work practice is not convenient or had never been done before.

From BRW September 8-14, 2005, pgs 66-67.