Flexible Working Act changes 2024

Understanding updates to Flexible Working Laws

In recent years, there has been a substantial shift in working styles and patterns, largely attributed to the impact of the COVID-19 pandemic. This shift has been further influenced by rapid technological advancements and a growing emphasis from employers on promoting work-life balance to enhance mental well-being. One notable outcome of this transformation is the widespread adoption of flexible working arrangements.

Recognising the critical role of adaptability and work-life balance in the modern workplace, the UK Government announced amendments to the Flexible Working Act in April 2024 to better accommodate the evolving needs of workforces across the nation.

In this blog post, we will explore the recent amendments to the Flexible Working Act and their implications for employers and employees.

What has changed?

• Employees can submit up to two requests per calendar year to adjust their working arrangements for flexibility, such as altering their work hours, working remotely, or job sharing.
• Employers are now required to provide a clear explanation for any denial of employee requests. Additionally, employees are no longer obliged to explain the impact of their requests.
• Employees can now request flexible working arrangements from day one, as opposed to 26 weeks of employment, including part-time, term-time, flexitime, compressed hours, and varied locations.
• Flexible working requests must be responded to by the employer within two months, down from three months previously.

What does this mean for employees?

The amendments to the Flexible Working Act bring newfound flexibility and autonomy in managing work-life balance. Now, employees can customize their work schedules to better fit personal commitments, such as childcare, caregiving, or pursuing further education. Employees can improve their overall well-being, job satisfaction, and productivity by adopting flexible working arrangements to suit their needs.

And for employers?

The amendments significantly enhance employees’ rights to flexible working but also bring about specific considerations for employers. Firstly, businesses must adjust their policies and procedures to comply with the revised legislation. This includes establishing transparent processes for handling flexible working requests. Additionally, employers may need to re-evaluate their operational structures and workflows to accommodate flexible working arrangements effectively.

Radshaw Solicitors has extensive experience in employment law. Our specialised team will advise and support you through any workplace issues. Contact us today for support.