The landscape of employee rights is evolving, with significant changes to flexible working policies set to begin in April 2024.
- From April 2024, employees can request flexible working from their first day, removing the previous 26-week service requirement.
- A recent survey highlights a 30% rise in remote work, underscoring flexible working’s popularity.
- The updated law mandates employer-employee consultation before denying flexible work requests.
- Flexible working is a crucial economic contributor, adding £37 billion annually to the UK economy.
From April 6, 2024, employees in the UK will have the right to request flexible working from the first day of their employment. Previously, this option was only available to employees who had completed 26 weeks of continuous service. This change marks a significant shift in employment law, aiming to provide greater work-life balance and adaptability from the outset of an employment relationship.
A survey conducted by Acas has demonstrated that the trend of flexible working is on the rise, with 30% of employers observing an increase in staff working from home over the past year. This data reflects the rising demand for work arrangements that blend office and remote work, also known as hybrid and agile working models. Eleanor Rogers, a solicitor at Furley Page, notes that flexibility now encompasses not only where but also when and how employees perform their roles, including options like job-sharing.
The new Employment Relations (Flexible Working) Act 2023 introduces several critical changes. Now, employers must engage in consultations with employees before turning down requests for flexible work. This dialogue aims to explore all possible options and provide valid reasons for any rejections. By doing so, organizations can avoid potential discrimination claims or financial penalties while also enhancing their recruitment and retention strategies.
Flexible working significantly benefits the economy, contributing approximately £37 billion annually. This economic impact underscores the importance of updating employment practices to meet modern workforce expectations. As the Acas Code of Practice suggests, rejecting flexible work requests should no longer be the default position, but rather an exception carefully considered within the statutory framework.
Moreover, the new legislation reduces the waiting time for employers to respond to flexible work requests from three months to two, allowing only agreed extensions. This change is intended to streamline processes and encourage prompt decision-making, benefiting both employers and employees.
The expansion of flexible working rights reflects an evolving workplace landscape, promoting greater employment flexibility.
