Navigating statutory changes in workplace flexibility

With ever-changing employee rights, it’s essential to stay informed about the latest updates. One significant area that has recently undergone revisions is statutory flexible working request rules. Let’s recap what these changes entail and how they might affect you and your team

CREDIT: This is an edited version of an article that originally appeared on Practice Index

The statutory process for handling flexible working requests hasn’t undergone a complete overhaul, but some tweaks have been made.

Change 1: Access from day one

Previously, employees must wait 26 weeks before making a statutory flexible working request. However, from April 2024, this waiting period has been eliminated, allowing employees to submit requests from their first day on the job.

Change 2: Twice the requests, double the choices

Another notable change is the increase in the number of requests allowed per year. Instead of one request annually, employees will soon have the option to submit up to two requests per year, providing more flexibility in managing their work-life balance.

Change 3: A consultation mandate

While many employers already engaged in consultations with employees during the request process, this change has formalised the requirement for such discussions. It underscores the importance of open communication and collaboration between employers and their workforce.

Change 4: No more obligatory suggestions

Previously, employees were expected to include potential solutions or suggestions in their flexible working requests. However, this requirement was removed, allowing employees to focus solely on expressing their needs and preferences without feeling pressured to provide specific solutions.

Change 5: Swift decision-making

Employers now have a shorter timeframe within which to respond to flexible working requests. The total period for decision-making, including any appeals and trial periods, was reduced from three months to two months. This change aims to expedite the process and provide employees with timely responses.

By staying informed and prepared, practice managers can navigate these statutory changes with confidence and ensure compliance with updated regulations.