Thinking about requesting a flexible working arrangement? As of 6 April 2024, employees have a "day one" right to request flexible working for any reason under the statutory scheme. Here's how it works: 1. Submit a Written Request: The employee starts the process with a written request. 2. Employer Decision Period: Your employer has two months to consider the request, consult with you if necessary, and inform you of their decision. This period can be extended by agreement. 3. Reasonable Handling: Your employer must handle your application reasonably. 4. Legislative Grounds for Refusal: An employer can only refuse your request based on one or more of the eight reasons outlined in the legislation. 5. Meeting Attendance: If you miss a meeting to discuss your request or an appeal without a good reason, and a rescheduled meeting as well, your employer may consider your request withdrawn. Take advantage of this new right to explore flexible working options! #flexibleworking
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Are you up-to-date with new flexible working rules? Since the new rules have come into place, employees can now request flexibility from day 1, not after 26 weeks. Employees are also entitled to TWO requests annually instead of just one. Stay updated with these new rules, by joining our Members' Area. https://vist.ly/yybt #flexibleworking #employmentlaw #employmentchanges
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New flexible working rules from the 6th April mean employees will be entitled to request flexible working arrangements from the very first day of their employment rather than after 26 weeks as is currently. This includes requests for part-time, term-time, flexitime, compressed hours, and varied working locations. Under the new rules, before you reject any request for flexible working arrangements, you have to explain the reasons behind the decision. Previously, you could deny any request for flexible working without explanation. You are also now obliged to respond to flexible working requests within two months, compared to three months previously. Under the new legislation, employees can also make two statutory requests for flexible working in any 12-month period, as opposed to one request previously. Make sure all your line managers are aware of the changes. If you are unsure of how to respond give me a call. #flexibleworking #requestsforflexibleworking #respondingtoflexibleworking
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Important changes to flexible working are coming… Employees will now be able to make a flexible working request from their very first day, have two opportunities per year to submit that request and no longer have to explain or justify their request. The new legislation comes into effect on April 6th. Spread the word.
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FULL CHANGES TO FLEXIBLE WORKING CONFIRMED 📣 Effective from 6 April 2024, new regulations on flexible working will be implemented for all employees from their first day of employment. If you receive a flexible working application on or after 6 April 2024, these are the new statutory rules that apply: ✅ All employees, regardless of length of service can submit a flexible working application ✅ Employees can make two requests per 12-month period. ✅ Employers must respond to these requests within two months. ✅ Employers must consult with employees before refusing a request. ✅ Employees are no longer required to explain the impact that their proposed new working arrangement would have on their role and how it would be dealt with ✅ Flexible working will become a day 1 right for all employees. Read more here: https://lnkd.in/eWtqSUyJ #legalupdate #flexibleworking #fwr #flexibleworkingrequest #employmentlaw #HRupdate
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Flexible working: a new day-one right In December 2023 the Flexible Working (Amendment) Regulations 2023 were laid before Parliament. These regulations give employees the statutory right to request a flexible working arrangement from day-one of employment and remove the requirement that such requests can only be made once an employee has 26 weeks’ continuous service. This new right will apply to all flexible working requests made on or after 6 April 2024. As a result, employers may encounter an increase in flexible working requests from this date. NB> This statutory right remains a right only to request (not to have) a flexible working arrangement and an employer will still be able to refuse these requests on one or more of the acceptable business grounds which should already be set out in its flexible working policy. #flexibleworking2024 #newdayoneright
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Being able to request flexible working from day one in a new job is coming tomorrow, 6th April 2024. I (Jessica Chivers) hope it will see the end to what I first referred to as “trapped talent” on BBC Breakfast many moons ago…where you stay in a job you’ve outgrown because of the flexibility you’ve accrued. I chatted to Suzette Squires, Partner at Synchrony Law about the changes that are coming in on April 6th 2024 under the EMPLOYMENT RELATIONS (FLEXIBLE WORKING) ACT 2023. In a nutshell: 👍 It will make it easier for an employee to make a flexible working request. 👍 It will also make it more burdensome for an employer to refuse one. 👍 Employees will have the right to request flexible working arrangements from day one of employment. 👍 Employees will be entitled to make two requests per year. 👍 Employers will be obliged to consult with the employee before refusing a flexible working request. 👍 The existing requirement for the employee to explain what effect the change they’ve applied for would have on their employer and how that effect might be dealt with is no more. 👍 Employers will have two months (not three as is currently) to respond to a flexible working request. #flexibleworking #employmentlaw #employeeexperience
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Flexible working request from day 1 The right for employees to request flexible working from their first day of employment is a significant change from the previous requirement to be employed for a minimum of 26 weeks before making such a request. Under the new guidance, employees can make a formal request for modifications to their working hours, work location, or other aspects of their role that provide more flexibility. This could include options like working from home, condensing their hours into fewer days, or adjusting start and finish times to accommodate family responsibilities. Employers are required to seriously consider these requests and can only turn them down for legitimate business reasons. The onus is on both parties to have open and constructive conversations to find mutually agreeable solutions. To smooth the transition to this new right, ACAS has published updated advice and template flexible working policies. These provide practical recommendations for implementing flexible work in a fair, consistent way that balances employee needs with business requirements. For instance, the templates suggest establishing clear eligibility criteria, formal request procedures, and trial periods to assess if an arrangement is working for both sides. If a newly hired employee immediately put their request in for flexible working, how favourable do you think an employer look on them? #employmentlaw #flexibleworking #officelife
Flexible working
acas.org.uk
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The UK governments new flexible working regulations came into effect over the weekend and whilst it may not suit all companies to have these regulations in place from the start of employment, for others it has a huge amount of benefits. These regulations state that every employee is entitled to request a flexible working arrangement as soon as they commence employment. Employers have to give a legitimate business reason to not allow this request. Sourced Experts use flexible working to not only allow our employees the flexibility they may need to have a better work life balance, whether it be doing the school run, attending dental or medical appointments or just adapting their hours to suit their lifestyle better. Flexible working allows us to better communicate with our Clients and Candidates, since we are based in the UK we have to adapt to different time zones which could mean working until after 11pm at night. Studies have shown flexible working increases productivity and job satisfaction which is a huge bonus for the both the employer and employee. For some I know these new regulations could cause difficulties and like any Employer regulation change can cause a lot of confusion. Acas have pretty comprehensive, easy to understand advice for those who need it. https://lnkd.in/ekkN3Xv5
Flexible working
acas.org.uk
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Were you aware of the new regulations, that may impact you? From April 6th 2024, under the new regulations of the Flexible Working Bill, employees will now have the day-one right of requesting flexible working arrangements. This change will see employees able to request for compressed hours, part-time, flexitime (choose when start and finish), job sharing, staggered hours, and working on a hybrid basis. Rather than awaiting 26 weeks of initial employment before being given this opportunity, they will now be able to request from day one. Other changes include: Make two formal requests in a 12 month period, up from once in a 12 month period. The employee will now no longer need to explain how the new working pattern will affect their ability to do their job and how this will impact their employer or job. In the days post Covid and the ever-changing world we live in, flexibility has become one of the key, if not for some, the most important factor in the decision of accepting or rejecting an offer. Overall, while the Flexible Working Bill represents a significant step forward, does more need to be done to ensure that legislation remains responsive to the evolving needs and realities of the modern world?
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