Flexible Working 2024, what it means for employers

Flexible working, what’s changed in April 2024 ?

Prior to April 2024 employees need to have worked for their employer for at least 26 weeks before they can request flexible working.

However, with the Flexible Working (Amendment) Regulations 2023, this requirement was removed.

As from April 2024, employees:

• Have the right to request flexible working from the first day of their job.
• Be allowed to make two flexible working requests within a 12-month period instead of just one
• No longer need to provide detailed explanations of how the proposed changes will affect their work or how they could be managed.

Additionally, the Employment Relations (Flexible Working) Act 2023 introduces some changes to the process of making flexible working requests:

1. Employers will have less time to respond to these requests, with the time limit being reduced from three months to two months. However, this can still be extended if both parties agree.
2. Employers will now be required to consult with employees before rejecting their request.

It’s now more important than ever for employers to handle flexible working requests well, especially with the rise of hybrid working and the competition for skilled workers.

As an employer you should:

• Check you flexible working policies to make sure they match the 2024 rules.
• Train managers on how to deal with flexible working requests under the 2024 rules.