In the ever-evolving landscape of employment rights, one of the most significant shifts has been the expansion of flexible working rights. From April 2024, employment law changed, granting employees the freedom to shape their work schedules from day one of their employment.
Previously, under the confines of the law, employees had to wait for 26 weeks of continuous service before they could even broach the subject of flexible working arrangements. However, employees now have the right to make an application for flexible working from day one of employment.
So, what does this mean for both employers and employees alike?
Firstly, it’s imperative to update Flexible Working Policies and Application Forms to reflect these newfound rights. The outdated notion of a 26-week qualifying period must be removed, replaced with the provision that employees can make their requests from day one.
Furthermore, the restriction of one application per year has been lifted, allowing employees the opportunity to make up to two requests within a 12-month period. This flexibility acknowledges that circumstances can change, and individuals may require adjustments to better suit their evolving needs.
Another critical amendment lies in the timeline for processing these requests. Previously the time line was three months to conclude, including any potential appeals, has now been streamlined to a more efficient two-month window.
Perhaps most significantly, employers are now mandated to engage in meaningful consultation with employees before dismissing a flexible working request. This shift in responsibility underscores the importance of open communication and collaboration in finding mutually beneficial solutions.
For those seeking guidance in navigating these changes, assistance is readily available. Fusion Education People Solutions have HR Consultants on hand to support. Request a call back here
