Flexible working is a hot topic in the UK, especially after the pandemic has changed the way many people work. But what does it mean for employers and employees? And what are the benefits and challenges of implementing flexible working policies?
In this blog post, we will summarise the main points of the Flexible Working Bill, a proposed legislation that aims to make flexible working the default option for all workers in the UK, unless there is a valid business reason to refuse it. We will also share some insights from Aible, a HR consultancy based in South Wales, on how to make flexible working work for your business.
What is the Flexible Working Bill?
The Flexible Working Bill is a private member’s bill introduced by Conservative MP Pauline Latham in July 2021. It seeks to amend the Employment Rights Act 1996 to give workers the right to request flexible working from day one of their employment, rather than after 26 weeks as it is currently. It also aims to remove the requirement for employers to handle requests in a “reasonable manner” and replace it with a duty to agree to requests unless there is a clear business reason to reject them.
The bill defines flexible working as “a form of work organisation that allows an employee to adjust their working hours, place of work or method of work”. This could include part-time work, compressed hours, flexitime, job sharing, staggered hours, annualised hours, remote working or any other arrangement that suits the employee and the employer.
The new bill also includes the following:
- New requirements for employers to consult with the employee before rejecting their flexible working request.
- Permission to make two statutory requests in any 12-month period (rather than the current one request).
- Reduced waiting times for decisions to be made(within which an employer administers the statutory request) from three months to two months.
- The removal of existing requirements that the employee must explain what effect, if any, the change applied for would have on the employer and how that effect might be dealt with.
Flexible Working Bill Given Royal Assent
The royal assent of the Flexible Working Bill marks a significant step toward modernising work arrangements and fostering a more accommodating work environment. HR professionals play a pivotal role in ensuring the smooth implementation of the bill’s provisions. By embracing change, fostering fairness, and leveraging technology, HR can successfully navigate this new era of work.
How can Aible help you with flexible working?
At Aible, we are passionate about helping businesses create positive and productive workplaces that support their people and their goals. We have extensive experience in providing HR consultancy services to businesses of all sizes and sectors in South Wales and beyond.
We can help you with flexible working in various ways, such as:
– Conducting a flexible working audit to assess your current situation and identify areas for improvement
– Developing a flexible working policy that reflects your business needs and values
– Providing training and guidance to managers and employees on how to implement and manage flexible working effectively
– Supporting you with handling flexible working requests and resolving any issues or disputes
– Evaluating the impact of flexible working on your business performance and employee satisfaction
If you are interested in finding out more about how we can help you with flexible working or any other HR matter, please get in touch with us today. We would love to hear from you and discuss how we can work together.
