The newly enforced Employment Relations (Flexible Working) Act 2023 promises to reshape the professional landscape.
- Employees can now request flexible working from day one in a new role, without the previous requirement of 26 weeks’ continuous service.
- The number of annual flexible work requests has been doubled to two, increasing opportunities for workers.
- Employers must consult with employees before denying requests, fostering a more inclusive environment.
- Accurate management and technology are essential for adapting to these legislative changes.
The newly enforced Employment Relations (Flexible Working) Act 2023 introduces significant changes to the UK’s employment landscape, aiming to enhance workplace inclusivity. Employees now have the right to request flexible working arrangements from the first day in a new role, removing the previous condition of 26 weeks’ continuous service. This inclusion provides immediate flexibility for employees entering new positions.
The legislation also allows employees to make two formal flexible working requests per year, an increase from the single request previously permitted. These requests can include part-time opportunities, compressed hours, and hybrid working. Employers are now required to engage in discussions with employees before turning down any such requests, which promotes a culture of dialogue and understanding in the workplace.
Nicole Bello, Group Vice President EMEA at UKG, noted, “These changes are ultimately positive and mean workplaces around the country will become more inclusive, helping people with a range of requirements to create a better balance between life and work.” She highlighted that this could lead to increased workforce resilience and accessibility, particularly important in a competitive job market.
Flexible working is not just about accommodating existing employees but is crucial for attracting new talent. With flexibility being increasingly valued by young workers and those entering the job market for the first time, the ability to offer such options could be vital for recruitment and retention strategies.
Employers are encouraged to actively support flexible work options, which could lead to reduced absenteeism, improved wellbeing, and greater business agility. Leveraging HR technology to simplify compliance and scheduling will be pivotal. Innovative tools can streamline these processes, helping organisations respond swiftly to the administrative demands of the new legislation.
Furthermore, effective communication is crucial. Managers need to establish clear channels for open dialogue about flexible working preferences and provide clarity for employees. Training managers to adeptly handle flexible working requests will be essential in realising the full benefits of such arrangements.
In conclusion, the new legislation is a call to action for businesses to embrace adaptability, ensuring a supportive and flexible working environment for all.
The Flexible Working Act demands adaptability from businesses, fostering an inclusive and agile work environment.
