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Day one right to flexible working under new government plans

New plans for flexible working will allow employees to have more say on where, when and how they work.

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Day one right to flexible working under new government plans

The government is removing the 26-week qualifying period before an employee can request flexible working. It will be a day-one right for new employment.

This change in legislation will give employees a better work-life balance, even more so for those with personal commitments such as children or carers of vulnerable people.

This will mean millions of employees will be able to request flexibility in their employment. It includes not only hybrid working but also job-sharing, flexitime and working compressed, annualised or staggered hours.

We will be explaining what the new legislation will mean for employers, how it will affect your company and provide some tips on what to do next.

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    What employers need to know about the new flexible working plans

    Flexible working has been found by numerous studies to have better financial gains for businesses. This is because it provides a diverse working environment, allowing companies to hire and retain talent.

    Employees will be able to choose where, when and how they work – leading to much happier productive staff, and in turn better staff retention for organisations.

    As an employer, this is what you need to know:

     

    • You must allow new employees to request flexible working from day one instead of the original 26-week wait.
    • You will need to first explore and consult an employee’s options before rejecting a flexible working request.
    • You will need to respond to the request within 2 months instead of the original 3-month.
    • You will need to allow employees to make 2 flexible requests in a 12-month period.
    • You no longer need to request how the employee’s flexible working would affect the business. This removes timely administration duties for both parties.

    A man, who enjoys flexible working, works on the sofa with a laptop at home.

    What this means for smaller businesses

    Employers will need to update any policies and procedures for flexible working requests.

    These also include:

     

    • The timeline plan you use when deciding on flexible working requests.
    • Letters for the requests that you send to your employees.

    Advice on the new flexible working plan

    It’s important that you amend all policies and are aware of the new plans put in place by the government.

    If you would like more advice on the flexible working plan – speak to one of our HR and Employment Law advisors free today at 0800 144 4050.

    The Employer’s Direct helpline is available 24/7. Fill in the form here to request a call back.

    Employers Direct offers FREE HR Advice to businesses of all sizes, within any industry in the UK. Our qualified HR advisors are here to offer your business confidential, in-depth, actionable advice on any HR query or issue you may face.

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    FAQs

    We’re here to answer any questions you might have with expert ease.

    The new plans will be available next year. That’s why it’s important to get ready for the changes now.

    The eight reasons why an employer can refuse the flexible working request will not be changing.

    All employees can legally request flexible working – not just parents and carers.

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