Understanding the changes to flexible working regulations

With new regulations set to take effect this year, employees will have the right to request flexible working from the onset of a new job. For practice managers, flexible working requests can be complex to navigate. So, how can you proactively prepare to accommodate flexible working requests?

Previously, employees were limited to making one request for flexible working arrangements per year. According to legislation, flexible working encompasses arrangements such as remote work positions, part-time schedules, job sharing, and flexible working hours. Additionally, workers were previously required to have been employed by the same employer for at least 26 weeks before making such a request.

As of the 6^{th of} April, 2024, the Employment Rights Bill (Flexible Working) will be in effect in England, Scotland and Wales. But what does this mean for staff and how will practices potentially be affected?

• Employees can make a flexible working request twice every 12 months
• Employers are obligated to respond to each request within a timeframe of two months
• If employers are rejecting a request, they must discuss the reasoning behind the decision with the employee as well as the impact that their flexi-working could have on the practice and how this could be limited
• The requirement for employees to have a minimum of 26 weeks of service before making a flexible working request has been removed

While flexible working raises understandable concerns for many positions within the healthcare setting, there are significant advantages to gain by providing flexible working options, especially in terms of attracting and retaining talent. Studies suggest that as many as 87% of individuals desire access to some form of flexible working arrangements.

To alleviate concerns surrounding flexible working, particularly those relating to productivity and resource management, practice managers should adopt outcome-focused approaches. When planning these flexible arrangements, emphasis should be placed on defining clear objectives and expected outcomes. Establishing agreed-upon timescales and milestones beforehand is crucial, as it provides a framework for evaluating progress and success. Additionally, it’s vital to incorporate input from team members, considering their suggestions and perspectives.

Managers should ensure that all members of the team understand the  new legislation and that any changes to your own s organisational policies and procedures as a result of it are communicated clearly. Clarity is key across all departments and teams regarding expectations surrounding flexible work arrangements and the methods for monitoring and evaluating them.

This ensures alignment and accountability across the board, fostering a cohesive approach to implementing and assessing flexible working practices.