UK employees will soon have the right to request flexible working from their first day on the job, a move praised by CIPD.
- Peter Cheese, chief executive of CIPD, highlights the transformative potential of flexible working for millions.
- The new regulations aim to support work-life balance, especially for those with health conditions or caring responsibilities.
- The pandemic has shifted perspectives on flexible working, leading to widespread adoption of related policies by employers.
- Organisations are encouraged to proactively embed flexible working to enhance both employee wellbeing and business diversity.
Effective from April 6, 2024, a new regulation allows UK employees to request flexible working from the onset of their employment. This legislative change has been lauded by the CIPD, the professional body for HR and people development. Peter Cheese, CIPD’s chief executive and co-chair of the Government’s Flexible Working Taskforce, underscored the potential of these rights to assist millions in managing their work-life commitments, offering individuals more influence over their working conditions.
The focus on flexible working, according to Cheese, is particularly crucial amid an aging population and a rising number of economically inactive individuals due to health issues. Flexible working arrangements can facilitate workforce participation among those with health concerns, caregiving duties, or other personal obligations. Cheese noted the demonstrated benefits of flexible working on individual wellbeing and organisational health.
The COVID-19 pandemic has accelerated the awareness and demand for flexible working arrangements. Many businesses have positively responded by adopting flexible working policies, allowing employees to better balance professional and personal demands. Employers have reported enhancements in recruiting and retaining a diverse workforce capable of adapting to business needs, thereby producing mutual benefits.
Despite the familiarity of numerous organisations with remote and hybrid working models, the new legislation is poised to further institutionalise flexible working dialogue across various sectors. This initiative serves as an impetus for organisations to creatively design roles and work environments supporting diverse forms of flexibility, especially for employees whose roles are location-dependent and lack remote work options.
CIPD’s persistent advocacy since February 2021 through its ‘Flex from First’ campaign is a testament to its commitment to promoting flexible working rights. Cheese expressed delight in the legislative success and commitment to advancing flexible working through ongoing collaborations with the Government Taskforce and the HR field.
The introduction of day-one flexible working rights represents a significant step towards improving workforce diversity and individual wellbeing.
