https://lnkd.in/dR3-FcpK
A reminder to employers the law around flexible working requests is changing NEXT WEEK:
From 6 April 2024:
- Employees can request to work flexibly from day one in a new job (rather than after 26 weeks as it is now). This means an individual can formally apply to revise their working hours/days or work location during their probation period and before they have been confirmed in post.
- The timescale for employers to deal with formal requests (including any appeal) drops from three months to two months. It will remain possible, by agreement with the employee, to extend this time period however.
- Employees can make two formal requests a year (as opposed to one as it is currently).
- Formal applications must still be in writing, but an employee need no longer explain how the desired change to their working arrangements would affect the employer, and how any impact could be overcome.
- Businesses will be compelled to (more) meaningfully consider requests. If an employee’s request cannot be accommodated, the employer must explain why not and should go on to explore alternatives with an employee.
- Employers remain entitled to refuse requests. The eight prescribed business grounds upon which requests can currently be declined are unchanged.
- Where a request is granted, it will still amount to a permanent change to an employee’s terms and conditions unless stipulated otherwise. Employers can continue to offer a trial period in which to test an employee's preferred work arrangement before committing to it permanently.
For advice on handling flexible working requests post 6 April, or to discuss updating your organisation’s flexible working policy please get in touch. Seddons #employmentlaw #flexibleworking