What will changes to the UK flexible working regime mean for employers?
Changes to the UK’s statutory regime for flexible working have been in discussion for several years, but reforms are now coming.
Improving flexibility for the modern working environment has been on the agenda for many years, and the flexible working movement gained further momentum following COVID-19 lockdowns, with developments in technology making remote working much easier for many.
What changes will the Act introduce?
The Act, which is expected to come into force in summer 2024, introduces the following changes:
- Employees will be able to make two requests in a 12-month period (although they will not be able to make a second request whilst the first is outstanding).
- Employees will no longer have to explain in a written request the impact of their request on their employer (with the aim of making requesting flexible working easier and more accessible).
- The timeframe for an employer to respond to a request will be reduced from three months to two months.
- Whilst the eight statutory reasons for rejecting a request remain unchanged, employers will need to ‘consult’ with an employee before rejecting their request (draft guidance indicates a meeting and consideration of alternatives will be required)
What should employers do now?
Employers should review their existing flexible working policies and processes to ensure that they meet these new standards by July 2024. Employers should ensure they are prepared for an increased number of flexible working requests as a result of flexible working requests becoming a day-one right and also that they are prepared to discuss flexible working options as part of the recruitment process.
Contact us on 0871 22 616 22 or email zoewilliams@crownford.co.uk to see how we can help your business with its flexible working needs.
