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We finally have a date for the ability to request flexible working becoming a "Day 1" right for employees - 6 April 2024. However, this change only means that employees will be entitled to request flexible working from the very start of their employment, rather than after 26 weeks' service as previously. There will still then follow a process to decide whether any such request is granted or not; the ultimate decision remains with the employer. Lots of employers have already been updating policies to incorporate other changes to the flexible working regime; this is the last big piece of the puzzle for now #flexibleworking #employmentlaw

❗️FLEXIBLE WORKING - DAY 1 RIGHT❗️ The right to request flexible working will become a right from the first day of an employee’s employment. ⏪Currently an employee has to have been employed for atleast 26 weeks before they have a statutory right to make a flexible working request. 📅 The new day 1 right only applies to flexible working request made on or after 6 April 2024. What does this mean for employers? 👉Employers will most likely see a rise in statutory flexible working requests. 👉Employers should consider whether their workplace can become more flexible, depending upon the nature of work. 👉It doesn’t necessarily mean that an employer has to agree to the flexible working request, but they must follow the statutory procedure to deal with the request and rely on atleast one of the statutory business reasons to refuse the request. 👉Employers should review and update their policies on flexible working requests and ensure that managers are aware and trained on dealing with requests. #flexibleworking #day1right #employmentlawupdate #hrupdates

From 6 April 2024, changes to the flexible working legislation mean that employees can request flexible working from their first day in a new job. Under the new legislation, employers must: - Respond to flexible working requests within two months, compared to three months previously. - Explain the reasons behind the decision before they reject any request for flexible working arrangements. - Accept two statutory requests for flexible working within 12 months, as opposed to one request previously. - Accept requests from day one of employment versus after 26 weeks previously. You can find more information on the Government website. https://lnkd.in/eUa3MPh #FlexibleWorkingLegislation #FlexibleWorking #EmploymentLaw

The government has announced that the new flexible working regulations will come into effect on 6 April 2024, giving employees the right to request flexible working arrangements from day one of employment. The Flexible Working (Amendment) Regulations 2023, laid before parliament on 11 December, will apply to applications made on or after 6 April 2024. Under the current law, workers have to have been employed for at least 26 weeks before making a request to work flexibly. ‘Flexible working’ can refer to working patterns or hours, including part time, flexi-time, term time, compressed hours and adjusting start and finish times, as well as location; for example, working from home. People Management magazine spoke to experts about what the new regulations mean for employers and how best they can prepare. https://lnkd.in/e5aQBdaj.

Flexible working to become a Day One right from April 2024 🗞👩 The Flexible Working (Amendment) Regulations 2023 have been laid before Parliament. The Regulations remove the requirement that an employee must have 26 weeks’ service in order to be able to make a request for flexible working. The change makes the right to request flexible working a Day One right. This new right will come into effect for flexible working requests made on or after 6 April 2024. As far back as 2022, the government indicated their intention to make this change. However, it was notably omitted from the other changes to the statutory flexible working regime, included in the Employment Relations (Flexible Working) Act 2023 published earlier this year. The Act will come into force on a date set by the Secretary of State in a separate statutory instrument. However, it is likely that these changes will come into force in April 2024 - the same time as the Day One right comes into effect.

Following a recent UK Government consultation and Royal Assent of the Employment Relations (Flexible Working) Act 2023, flexible working will become the default for millions of employees who will be able to request flexible working from day one of their employment in 2024. Flexible working doesn’t just mean a combination of working from home and in the office – it can mean employees making use of job-sharing, flexitime, and working compressed, annualised, or staggered hours. The UK government states that the new measures will give employees greater access to flexibility over where, when, and how they work, and the government hopes it will lead to happier, more productive staff.

Flexible Working to become a Day 1 right from April 2024 Employees currently have the right to make a formal flexible working request, only once they have completed 26 weeks’ service with their employer. As far back as 2022, the government indicated their intention to change this rule to make the right to request flexible working a day one employment right. They have now published legislation making good on their promise. The Flexible Working (Amendment) Regulations 2023 were laid before Parliament in December 2023. They remove the requirement that an employee must have 26 weeks’ service in order to be able to make a request for flexible working, making the right to request flexible working a day one right. The new right will come into effect for flexible working applications made on or after 6 April 2024. Employers should make sure that flexible working policies are amended to take account of this change. If you need any further help or assistance do not hesitate to contact one of our consultants on 01942 554081. #humanresources #employmentlaw #flexibleworking

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

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

Does your business have a Flexible Working Policy?   Flexible-Working can refer to working patterns or hours, including part time, flexi-time, term time, compressed hours and adjusting start and finish times, as well as location; for example, working from home. Government has announced that new flexible working regulations will be effective from 6th April 2024.  What will change? 🍂 Employees will no longer be required to have a minimum of 26 weeks’ service to be entitled to make a flexible working request. The statutory right to make a flexible working application will become a "day one" right. 🍂 Employees can make a flexible working request twice every 12-months. Under the current rules, it is once every 12- months. 🍂 Employers need to respond to each request within 2-months. Under the current rules, employers have 3-months to respond. 🍂 Employers must consult with employees when they make a flexible working request before rejecting it. 🍂 There will also no longer be any requirement for the employee to explain what effect their request will have on the employer or how the impact might be dealt with. DM me to find out how Autumn HR can help your business prepare for the changes. #HR #Flexibleworking #businessgrowth #policies #employeehandbook #hrconsultancy