UK New flexible working laws
UK New flexible working laws , which will grant employees the ability to request flexible working arrangements from the first day of employment, are set to take effect on April 6, 2024, according to a government announcement.
Presented to parliament on December 11, the Flexible Working (Amendment) Regulations 2023 will take effect for applications submitted on or after April 6, 2024.
Before requesting flexible work arrangements, employees must have been engaged for a minimum of 26 weeks, as per the present legislation.
“Flexible working” can apply to various work schedules and hours, such as compressed hours, term time, part-time work, flexible time, and changing start and finish times in addition to location, like working from home.
Experts were consulted by People Management to determine how employers might best prepare for the new laws.
What are the new regulations?
The Act was amended more broadly in July and is scheduled to take effect in April. The rules are a part of this larger reform.
The Act mandates that before rejecting an employee’s request for flexible work schedules, companies must first confer with them.
Additionally, it will mean that employers will only have two months instead of the three months that they are currently permitted to respond to a request.
Instead of the one request they are now permitted to make, employees will have the ability to submit two requests in a 12-month period.
Additionally, the employee will no longer be required to explain how their request will affect the company or how it might be handled.
Review current policies
Elizabeth Willetts, founder and director of Investing in Women, a flexible jobs platform, advises firms to “start by reviewing their current flexible working policies and ensuring they align with the new regulations” in order to get ready for the changes.
“Employers should anticipate a higher volume of flexible working requests as a consequence of this change and the anticipated publicity around it,” states Pam Loch, a managing director of Loch Associates Group and a solicitor.
“Employers should ensure that they have trained their managers on how to handle applications as well as have in place efficient processes to review and respond to applications promptly.”
Upskill managers
According to Willetts, “it’s critical to create clear communication channels that promote open dialogue about flexible working preferences.” “It’s equally important to train managers to handle these requests effectively and sympathetically.”
Loch concurs that managers need to be upskilled: “Managers need to be skilled in delegation, enabling strong team working and fostering a high performance environment in teams that may be remote or that may not be together frequently. This is because working hours and patterns are becoming more variable.”
“Training managers will help them grow, and the benefits go beyond flexible work schedules.”
Accept a change in the dynamics at work.
Employers should use the changes as a chance to “reassess and enhance their operational models,” according to Willetts.
She continues, “Embracing a change in workplace dynamics that can lead to better employee engagement, retention, and a wider talent pool is just as important as simply following the law.
According to Willetts, companies must consider the “broader implications of flexible working for their organisational culture.” “This entails building a culture where output and results are valued over traditional working hours, redesigning workspaces to accommodate flexible schedules, and investing in technology that supports remote or hybrid work.”
According to Loch, employers’ “work flows” and systems must be flexible enough to accommodate changes in the standard Monday through Friday 9 a.m. to 5 p.m. work schedule.
According to her, taking into account the handover procedures set up for team members with various work schedules is one example of this.
Provide workers with clarification
People Management is informed by Molly Johnson-Jones, CEO and co-founder of Flexa, that the new rules run the risk of promoting ‘false flexibility’.
While employees will have the ability to seek flexible work schedules from day one, she notes that “importantly, there’s no guarantee that these requests for flexible working will be granted.”
Johnson-Jones cautions that if the requests of thousands of workers who depend on flexible work are denied, they may find themselves in perilous situations. “Before accepting a role, individuals should know if their needs can be met.”
In her opinion, companies should “clearly communicate” in job advertisements the degree of flexibility they can provide, such as remote or hybrid working.
“This is the only method available to job seekers to find employers who are willing to work with their schedules. It’s also the most effective approach for companies to identify employees who will actually flourish in the workplace they provide, according to her.
Find a way to make requests work
“While not every role will fit every desired work schedule, it’s a good idea to approach any requests by asking yourself ‘how could we make this work?'” according to Loch.
“Employees are increasingly looking for businesses to work for that value wellbeing as part of their culture,” she adds, adding that “flexible working opportunities have become a staple incentive to attract the best people.” She claims that allowing flexible working patterns can only benefit employers.
If staff members want a pattern that isn’t working for them, Loch advises firms to take other options into account. “There are eight fair reasons for refusing flexible working requests and employers should think about the impact on the business of accepting or rejecting flexible working requests,” the author continues, but she also emphasises the importance of taking actual business needs into account.
According to Simone Cheng, senior adviser at Acas, the organisation will be releasing an updated statutory code of conduct for employers to review regarding requests for flexible work arrangements. This code of practice will be considered by employment tribunals. “It will cover topics like how to speak with a worker, the necessity of being open and honest when denying a request, and the significance of proactively providing an appeal in the event that a request is denied.”
MORE DETAILS: https://www.gov.uk/flexible-working/print
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