From 6th April 2024, the newly approved Employment Rights Bill (Flexible Working) will go through. What does this mean for us as employees AND employers?
Employment Rights Bill (Flexible Working)
Employees can make a flexible working request twice every 12 months (previously this was just one).Employers need to respond to each request within two months of receiving it (previously this was three months).
Employers rejecting a request must discuss the reasoning behind the decision with the employee as well as the impact that their flexi-working could have on the company and how this could be limited.
- Employees will no longer be required to have at least 26 weeks’ service to be entitled to make a flexible working request.
It’s worth remembering that ALL employees have the legal right to request flexible working, not just those with young children or carers.
The changes within this change of law, from 6 April, will also mean that employees will no longer have to explain what effect, if any, the flexible working request would have on your organisation and how it could be overcome. The onus is on the employer to evidence the reasoning if rejecting a request.
As an employer, you must manage these requests in a reasonable manner. You can only reject a request for one of eight business reasons, check the reasons for rejecting a request here.
Definition of flexible working
Working flexibly or offering flexible working gives fabulous and accessible opportunities to work, from both sides of the business – suiting employer’s and employee’s needs. Flexible working includes (but aren’t exhaustive to):
- Job sharing
- Remote working
- Hybrid working
- Part time
- Compressed hours
- Flexitime
- Annualised hours
- Staggered hours
- Predictable hours or set shift pattern
- Phased retirement
More resources for help and updates are:
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