21 Jul, 2023
The Flexible Working Bill has passed - what does this mean for you?
Legislation that will give employees better access to flexible working has successfully gone through parliament and awaits Royal Assent. But what exactly is the Flexible Working Bill (also known as th...
The UK government has announced new legislation that will make it easier for employees to request flexible working arrangements. The new rules which are being signed into law imminently and are due to come into effect in 2023, will remove the 26-week qualifying period before employees can request flexible working, making it a day-one right.
Employers will also be required to consult with their employees before rejecting a flexible working request, and to suggest alternative options if they cannot accommodate the request in full. Employees will be able to make two flexible working requests in any 12-month period, and employers will be required to respond to requests within two months.
The new legislation is a welcome move for many employees, who have been calling for more flexibility in the workplace. A recent survey by the CIPD (Chartered Institute of Personnel and Development) found that 72% of UK employees would like to work flexibly, but only 30% are currently able to do so.
The new rules are expected to benefit both employees and employers. Employees will be able to find a work-life balance that suits them, while employers will be able to attract and retain top talent.
What does the new legislation mean for employees?
The new legislation means that employees will have a greater right to request flexible working arrangements. This could include working from home, flexitime, or compressed hours. Employees will also be able to make two requests in any 12-month period, and employers will be required to respond to requests within two months.
The new legislation removes the 26-week qualifying period before employees can request flexible working, making it a day-one right.
Employers will be required to consult with their employees before rejecting a flexible working request, and to suggest alternative options if they cannot accommodate the request in full.
Employees will be able to make two flexible working requests in any 12-month period, and employers will be required to respond to requests within two months.
The new legislation removes the 26-week qualifying period before employees can request flexible working, making it a day-one right.
Employers will be required to consult with their employees before rejecting a flexible working request, and to suggest alternative options if they cannot accommodate the request in full.
Employees will be able to make two flexible working requests in any 12-month period, and employers will be required to respond to requests within two months.
What does the new legislation mean for employers?
The new legislation means that employers will need to be more flexible in their approach to work. They will need to consider requests from employees and, where possible, accommodate them. Employers will also need to be more transparent about their reasons for rejecting requests.
How this new law stacks up, and compares, to legislation across the world:
US: Employees typically have to wait one year before they can request flexible working, and employers are not required to consult with employees or suggest alternative options.
Iceland: Employers are legally required to take necessary measures to help employees combine work and family life.
Sweden: Sweden has a number of flexible working laws, including the right to parental leave, which allows parents to take up to 480 days of leave per child, and the right to reduce their working hours by up to 25%.
Australia: Employees are entitled to request flexible working arrangements after 12 months of employment. Employers are not required to grant these requests, but they must consider them carefully and provide a reasonable explanation if they are refused.
New Zealand: Employees are entitled to request flexible working arrangements after six months of employment. Employers are not required to grant these requests, but they must consider them carefully and provide a reasonable explanation if they are refused.
US: Employees typically have to wait one year before they can request flexible working, and employers are not required to consult with employees or suggest alternative options.
Iceland: Employers are legally required to take necessary measures to help employees combine work and family life.
Sweden: Sweden has a number of flexible working laws, including the right to parental leave, which allows parents to take up to 480 days of leave per child, and the right to reduce their working hours by up to 25%.
Australia: Employees are entitled to request flexible working arrangements after 12 months of employment. Employers are not required to grant these requests, but they must consider them carefully and provide a reasonable explanation if they are refused.
New Zealand: Employees are entitled to request flexible working arrangements after six months of employment. Employers are not required to grant these requests, but they must consider them carefully and provide a reasonable explanation if they are refused.
These are just a few examples of flexible working laws around the world. The specific laws vary from country to country, but the general trend is towards more flexible working arrangements. This is because flexible working is seen as a way to improve work-life balance, productivity and employee satisfaction.
The new flexible work legislation is a positive step for employees and employers in the UK. It will give employees more control over their work-life balance, and it will help employers to attract and retain top talent. The new rules are expected to benefit both employees and employers and they are a welcome addition to UK employment law.
