The introduction of the Employment Relations (Flexible Working) Act 2023 marks a significant shift in employee rights, effective from 6 April 2024. This legislation allows flexible working requests from the first day of employment, removing the previous 26-week requirement. Employees can now make two requests annually, without needing to justify the impact on their work. Employers are required to consult employees before declining requests, promoting a more inclusive work environment.
As the Employment Relations (Flexible Working) Act 2023 takes effect, it heralds a profound change in the way businesses must approach work arrangements. From 6 April 2024, employees have the right to request flexible working from the first day of their employment, a notable departure from the earlier requirement of 26 weeks’ continuous service. This legislative shift empowers employees by allowing them to make two requests for flexible working arrangements every 12 months, reducing the bureaucratic barriers previously in place.
Requests under this new act encompass various formats of flexible working, including part-time schedules, compressed workweeks, and hybrid working models. In a move towards enhancing employee rights, the Act stipulates that employers must engage in consultation with the employee before any refusal of a flexible working request is made. Moreover, it removes the necessity for employees to elucidate the impact of their proposed working changes, thereby streamlining the process and fostering a more employee-centric approach.
Nicole Bello, Group Vice President EMEA at UKG, remarked on the positive nature of these changes, highlighting their potential to make workplaces across the country more inclusive. According to Bello, the ability to balance work and life more effectively not only aids in creating a resilient workforce but also broadens access to employment opportunities, allowing organisations to tap into a diverse pool of talent which is crucial during times of widespread shortages.
The Chartered Institute of Personnel and Development (CIPD) estimates that around four million individuals have altered their careers due to inadequate workplace flexibility. In this context, the ability to offer flexible working conditions becomes essential for retaining employees, especially younger workers who prioritise such options. It is anticipated that appropriately managed flexibility will lead to reductions in absenteeism, enhanced employee wellbeing, and overall business agility.
Effective management of these new flexible working conditions necessitates adaptations in processes and technologies. Employers who proactively implement supportive measures, such as advanced HR technology solutions, can streamline compliance and scheduling while facilitating a collaborative environment. These technologies are paramount in maintaining effective communications and ensuring managers are well-equipped to handle flexible working requests efficiently.
Organisational success under the new legislation will rely heavily on managerial training, ensuring leaders are adept at managing flexible work requests. Encouraging open dialogue and establishing clear communication channels about flexible working preferences is essential. Companies that embrace these changes will likely witness a more engaged and robust workforce, fostering long-term benefits in engagement and retention.
By embracing and adapting to the new flexible working legislation, businesses can cultivate a more inclusive and resilient workforce, benefiting both employees and employers.
