Changes to Flexible working – New rules finally Published

legal_updates

The Regulations will come into effect on 30 June 2014.

Author: Dennis Chapman
Published:
Reading time: 1 minute

This article is 7 years old.

Read our disclaimer keyboard_arrow_down

This website content is intended as a general guide to law as it applies to the motor trade. Lawgistics has taken every effort to ensure that the contents are as accurate and up to date as at the date of first publication.

The laws and opinions expressed within this website may be varied as the law develops. As such we cannot accept liability for or the consequence of, any change of law, or official guidelines since publication or any misuse of the information provided.

The opinions in this website are based upon the experience of the authors and it must be recognised that only the courts and recognised tribunals can interpret the law with authority.

Examples given within the website are based on the experience of the authors and centre upon issues that commonly give rise to disputes. Each situation in practice will be different and may comprise several points commented upon.

If you have any doubt about the correct legal position you should seek further legal advice from Lawgistics or a suitably qualified solicitor. We cannot accept liability for your failure to take professional advice where it should reasonably be sought by a prudent person.

All characters are fictitious and should not be taken as referring to any person living or dead.

Use of this website shall be considered acceptance of the terms of the disclaimer presented above.

We have mentioned previously that flexible working rights for parents will be changing this year. Last week the government finally passed the new legislation through Parliament under the  Flexible Working Regulations 2014.

The Regulations will come into effect on 30 June 2014 and will bring in the following:

  • Removal that this right is only available to parents/carers of children under 17, or 19 if the child is disabled. Therefore any employee can make a request for flexible working even if they don’t have children
  • The only applicable criteria will be that employees must have obtained 26 weeks continuous employment before making a request
  • Rules as to how requests are made will remain unchanged
  • Minimum compensation for breach of procedure will now be 8 weeks pay 

Acas has published further guidance on this matter which Employers may find useful.

The key here is that whilst the right has been extended to all employees, the criteria for rejecting claims have not changed. It is important to consider all applications thoroughly before making a decision.

Dennis Chapman

In remembrance of Dennis Chapman 1951 -2015

Read more by this author

Getting in touch

You can contact us via the form or you can call us on 01480 455500.