Flexible working is a broad term and can relate to a wide range of options such as working hours or patterns. These include part-time, term-time, flexitime, compressed hours, or adjusting start and finish times. Additionally, flexibility extends to the location of work, allowing individuals to choose between remote or hybrid working.
Research shows that 6% of employees (2 million UK workers) changed jobs last year specifically due to a lack of flexible options and 12% of employees (4 million UK workers) left their profession altogether due to a lack of flexibility within the sector.
New changes in legislation will mean that millions of British workers will have more flexibility over where and when they work with the Flexible Working Bill achieving Royal Assent in July 2023.
Not only does flexible working help employees balance their working lives by fitting work alongside other commitments, but its also good business sense too, helping businesses to attract more talent, increase retention and improve productivity.
The measures in the Act and secondary legislation are expected to come into force approximately a year after given Royal Assent to give employers time to prepare for the changes.
ACAS will also be updating its statutory Code of Practice this year to mirror the changes. This will provide employers, employees and representatives with a clear explanation of the new law on flexible working requests, alongside good practice advice on handling requests in a reasonable manner.
For further guidance on current or upcoming legislative changes related to flexible working requests, or if you require the necessary letters and documentation for this process, please contact us at [email protected]. We are here to support you through these developments and ensure compliance with the latest regulations.
