Home » Blog » Flexible working in 2024 – what’s new?

It’s now been over four years since our working world changed, and flexible ways of working became the new normal.

Despite the headlines, the new Employment Relations (Flexible Working) Act 2023 proves flexible working is here to stay. Here’s how the laws have changed, and what your organisation needs to know:

What is flexible working?

Flexible working covers a wide array of working arrangements, such as part-time working, homeworking, hybrid working, flexitime and job sharing to name a few.

How and when can employees request flexible working?

Flexible working requests are now a day one right for all employees from 6^th April 2024, and employees can make two separate applications within a 12-month period. To qualify as a statutory application, the request must detail:

• The date of the request
• A clear statement the document is a statutory request for flexible working
• Details of the employees proposed change, including a proposed start date
• Dates and details of any previous flexible working requests made during their employment.

Employees are no longer required to detail the possible effect the change would have on the employer, or offer solutions to mitigate the impact.

You’ve received a request, what’s the next steps?

As an employer, you must respond to the request in a ‘reasonable manner’ of two months, which can only be extended if agreed with the employee. Requests may only be rejected for one or more of the genuine business reasons detailed in the Employment Rights Act 1996:

• the burden of additional costs
• an inability to reorganise work amongst existing staff
• an inability to recruit additional staff
• a detrimental impact on quality
• a detrimental impact on performance
• a detrimental effect on ability to meet customer demand
• insufficient work available for the periods the employee proposes to work
• planned structural changes to the employer’s business

Each request should be given proper thought and consideration, as employers are now required to consult with employees before rejecting a claim.

Why should I accept the request?

There are loads of great reasons to accept an employees flexible working requests, leading to benefits for employers and employees alike!

Flexible working aids in improving employee’s work-life balance, improving their overall wellbeing, which can lead to reduced absenteeism and presenteeism. It also helps improve employee retention, as an employee’s inability to work to their preferred working pattern is a leading cause of turnover.

“But what does this mean for business”, you ask? Happy employees are engaged employees, allowing for increased productivity and more positive company culture.

Struggling to know what to do?  Don’t panic either pick up the phone and call us on 01483 697 076 or email us on TellMeMore@HRBusCons.co.uk.  Happy to help

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