On April 6, 2024, significant changes to flexible working laws will take effect, impacting employee rights and employer responsibilities.
- The right to request flexible working will become available from an employee’s first day, eliminating the previous 26-week service requirement.
- Employees will be allowed two flexible working requests annually, and employers must respond within two months.
- New carer’s leave regulations will grant employees one week of unpaid leave per year for dependants with long-term care needs.
- Redundancy protections for pregnant employees and those returning from family leave will be enhanced.
Effective April 6, 2024, the landscape of flexible working will undergo a significant transformation as new regulations come into play. The amendments will allow employees to request flexible working from day one, removing the earlier stipulation that required 26 weeks of continuous service. This shift aims to cultivate a more inclusive working environment from the outset.
Moreover, the frequency of flexible working requests is set to increase. Employees will now have the right to make two requests within any 12-month period, doubling the previous allowance. Employers are obligated to handle these requests with greater urgency, delivering their decisions within a two-month period instead of three. This change signifies a move towards more agile and responsive workforce management.
Alongside flexible working changes, the new statutory right to carer’s leave is set to affect employees across England, Wales, and Scotland. Under the Carer’s Leave Act 2023 and corresponding regulations, employees can take one week of unpaid leave annually to care or arrange care for a dependent with long-term needs. This leave can be taken flexibly in blocks or single days.
Underlining the importance of these changes, the leave caters to those with dependants requiring care due to physical or mental conditions, disabilities, or age-related needs. Employers must be cautious to observe these provisions to avoid penalties.
Redundancy protections are also being strengthened, especially for pregnant employees or those returning from maternity, adoption, or shared parental leave. These protections extend the right of these employees to be offered suitable alternative employment, acknowledging their return to the workforce and ensuring their job security for up to 18 months post-birth or adoption.
As businesses navigate these developments, several critical actions are recommended. Reviewing HR policies to align with new flexible working procedures is paramount. Employers should assess workforce caring commitments and decide whether to enhance statutory rights with additional benefits. Redundancy process leaders must be informed about expanded protections for pregnant workers, ensuring sensitive and timely communication of personal information with necessary safeguards.
These legislative changes aim to create a more equitable and inclusive work environment, benefiting both employees and employers.
