A quick guide to new UK laws on workplace flexibility

Prioritising work-life balance has been a top concern for job seekers in recent years. Now, with new UK law changes taking effect on April 6th, the quest for workplace flexibility just got another serious boost.?

Here's what you need to know:

The Changes:

1. More Frequent Requests: Employees can now make two Flexible Working Arrangement (FWA) requests within any 12-month period, doubling the previous allowance.
2. Quicker Response Time: Employers now have a compressed timeframe of two months to consider and respond to a flexible working request, down from the previous three-month period.
3. No Justification Required: Employees are no longer obliged to justify or explain the impact of their requested flexible working arrangements.
4. Mandatory Consultation: Employers must consult with employees before rejecting a flexible working request, ensuring a fair and transparent decision-making process.
5. Immediate Request: Employees can now make a statutory application for flexible working from the first day of employment, eliminating the previous requirement of 26 weeks of continuous service.

Flexible working consists of various arrangements tailored to individual needs, here are some examples:

• Job Sharing
• Remote Working & Working from Home (WFH)
• Hybrid Working
• Part-Time
• Compressed Hours
• Flexitime
• Annualised Hours
• Staggered Hours
• Phased Retirement

Applying for Flexible Working:

Employees can initiate the process by writing a formal request to their employer, outlining the desired arrangements and start date. Employees are no longer required to justify or explain the impact of their requested flexible working arrangements, making the application process simpler.

After the Application:

Employers now have to consider flexible working applications reasonably, with decisions expected to be made within a 2-month timeframe. ACAS provides a code of practice on how to handle flexible working requests. More information on this can be found here.?

If agreeing to an FWA, an employer should provide details of the agreed changes, a start date, and an updated contract within 28 days. If rejecting an application, your decision must be for valid business reasons outlined in the Employment Rights Act 1996 and Employers must consult with the employee before rejecting a request.

Appeals:

While there is no statutory right of appeal against a decision, the ACAS code recommends that employers offer a right to appeal, to be heard by someone who has not been involved in the original decision process wherever possible. It should be noted that the appeal must be heard within two months to decide on a request (unless an extension has been agreed). Rules vary in Northern Ireland.

Going forward

As work landscapes continue to evolve, flexibility is key to fostering a productive and supportive work environment. With a firm grasp of the latest UK law changes on flexible working requests, both employees and employers can unleash the power of a more adaptable and inclusive workplace.?

For more information, see GOV.UK . And if you're in the Accountancy, Tax & Treasury, or Legal fields and crave more flexibility in your career, our team is here to help. We work with diverse clients offering tailored solutions to suit your needs.?