Update on Rights to Flexible Working Requests

legal updates

Employers will remain entitled to turn down a request pointing to reasonable grounds as a basis for refusal.

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.

Employment Relations (Flexible Working) Act 2023 has now been given royal assent.

Royal assent is the final step required for a bill (proposed law) entered into Parliament to become law.

The new legislation is stated as likely to come into effect in Spring 2024, and this means:

  • Employees will be able to make two flexible working requests in any 12-month period. The current entitlement is one flexible working request in any 12-month period.
  • Employees will no longer be required to substantiate a request by explaining how their request will impact the business.
  • Employers will be required to respond to a flexible working request within two months, compared to the current three-month requirement.

However, while it has been indicated there is an intention to remove the 26-week qualifying period, giving employees the right to request flexible working from the first day of their employment, this has not been confirmed in the impending legislation and may need to be dealt with under a separate bill. For now, the qualifying period of 26 weeks may remain.

Commentators for the new legislation have stated that flexible working goes far to improving employee wellbeing and satisfaction, providing employees with increased control over their time management so they can thrive in and outside of work. It has been stated that the new change is: “a right to request, not a right to insist”.

Employers will remain entitled to turn down a request pointing to reasonable grounds as a basis for refusal.

However, in the current employment climate, many employers are already ahead of the curve offering flexible working practices in job advertisements, a practice that can prove beneficial in attracting candidates in challenging job markets.

There is no need to await the changes to review your current flexible working practices, in fact, you may determine that your business already offers great flexibility for your staff.

We, at Lawgistics, will keep you informed as announcements progress. Should you wish to contact us regarding one or two flexible working requests as the new changes come into force, we are here to assist.

Cable For My CarWe offer free next day delivery* on all EV charging cables when shipped within mainland UK

Stocking only premium EV charging cables, we ensure you experience a stress-free EV charge, over and over, confidently backed by our 2 year warranty. Our premium & reliable charging cables are compliant with EU & UK safety standards. We offer free next day delivery* on all EV charging cables when shipped within mainland UK.

Jide-Ofor OkagbueLegal AdvisorRead More by this author

Related Legal Updates

Extension of Redundancy Protection for Pregnancy and New Parents

Explore the strengthened redundancy protections for new parents with significant amendments to maternity, adoption, and shared parental leave rights, effective from April 2024, ensuring enhanced job security during critical family milestones.

Changes to Flexible Working

Unveil the new landscape of flexible working rights with the Employment Relations (Flexible Working) Act 2023, now granting ‘day-one’ rights to employees and setting a precedent for more adaptable workplace practices effective from 6 April 2024.

New employment legislation effective from 6 April 2024

Enhanced employee rights, offering day-one entitlements to carer’s leave, flexible working arrangements, and extended redundancy protection for pregnant employees and those on family leave.

Wages increasing from 1 April 2024

With effect from 1 April 2024, the hourly rates of pay are…

Employment Law: Carer’s Leave

The regulations explicitly safeguard employees from any detriment or dismissal resulting from taking or seeking to take carer’s leave.

Employment Law: Annual Leave Changes

Several significant changes came into force on 1 January 2024 that affect the statutory annual leave and pay entitlements.

The office Christmas party season is here

Where an employee makes comments concerning a person’s body parts or style of dress that are intended to be good-natured but are perceived as offensive…

Get in touch

Complete the form to get in touch or via our details below:

Phone
01480 455500
Address

Vinpenta House
High Causeway
Whittlesey
Peterborough
PE7 1AE

By submitting this quote you agree to our Terms & Conditions and Privacy & Cookies Policy.

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.