Let’s delve into the recent changes regarding flexible working hours in the UK. Effective from 6th April 2024 the Employment Relations (Flexible Working) Act 2023 came into force, bringing significant alterations to employees’ rights related to flexible working.
Here are the key points of the new legislation:
Day-one-right: Previously employees needed 26 weeks of continuous service before they could formally request flexible working arrangements. However, under the new law, the right to flexible working becomes a day-one right. This means that employees can make such requests from their very first day of employment.
Increased request frequency: Employees will now be able to make two flexible working requests every 12 months, as opposed to the previous single request limit.
Shorter response time: Employers will have a reduced time frame to deal with flexible working requests. The period for responding will be two months, down from the previous three months. If both parties agree, this time limit can be extended.
Consultation and justification: Employers must consult with employees before refusing a request. Additionally, new legislation eliminates the need for employees to explain or justify the impact of the proposed change to their working arrangements.
Family-friendly rights: The flexible working changes coincide with other family-friendly rights, including:
Extended redundancy protection: Employees on maternity, adoption or shared parental leave will benefit from an extended redundancy protection period.
Carer’s Leave Act: Employees with caring responsibilities will be entitled to up to a week of unpaid leave each year.
Defining flexible working: In the wake of the pandemic, flexible working has taken on various forms beyond the traditional 9-to-5 office set-up. It encompasses options such as part-time working, home working, hybrid arrangements, flexitime, job-sharing, compressed hours, annualised hours, term-time working and team-based rostering.
These changes aim to enhance access to flexible working, providing employees with greater flexibility in how, when and where they work.
For more actionable recommendations to transform your workplace into a supportive environment for working parents.
Produced in partnership with Kier Transportation (a business division of Kier Group) the whitepaper delves into the phenomenon of the motherhood penalty and the experiences of our members. It offers a roadmap for employers to navigate these changes effectively.
Can we work flexibly in a traditional inflexible sector?
Click here to explore this topic further with Kier Transportation’s top 5 takeaways from their “Flexible Working Roundtable” at Interchange UK 2024.