April 4, 2024

Flexible Working Legislation April 2024 – What’s Changed

The Helens

All employees now have the right to request flexible working from DAY ONE of employment, removing the 26 weeks qualifying service requirement.

The amendments to the Act include the following changes:

Employees can request flexible working from day one of their employment.
Employees can make two flexible working requests within a 12-month period.
Employees no longer need to explain the effects of the flexibility requested and how that might be dealt with, but still need to explain the change they want and when they want it to come into effect.
Before rejecting a flexible working request, there is a new requirement to consult with the employee.
Employers need to give their decision within two months.

The 8 reasons to reject a Flexible Working Application remain as follows:

it will cost the business too much;
the work cannot be reorganised among staff;
you cannot recruit more staff;
there will be a negative effect on quality;

there will be a negative effect on the business’ ability to meet customer demand; and/or
there will be a negative effect on performance.

Employers who refuse a request should clearly explain the business reasons together with any additional information that helps to explain the decision.

There is no statutory right to appeal, but allowing an appeal is good practice. You should explain how employees can appeal and the timeframe within which to do it.

Our clients have been provided with amended Flexible Working Policies and Application Forms to reflect these changes.

If you would like an updated policy and application form, please get in touch.

thehelens@complexhr.co.uk

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I first discovered the Helen’s through their really warm and informative socials. I was immediately attracted to their companies values and professionalism so when a complex ad hoc HR issue arose I didn’t hesitate to reach out. And I am so glad I did. Every question was answered promptly, even outside of work hours. I felt informed and supported. They were experts on the subject and I would not only use them again but highly recommend to other businesses. Thank you the Helen’s.

Jessica HampsonCEL Solicitors

Your advice, insights and laughter are a welcome addition to Skout. I think that you’re worth every penny we pay. It’s a pleasure working with you!

Claire Lamb Skout PR

The Helens have been instrumental in helping to ensure our staff at RLWC21 are treated with fairness and consistency. Their advice is timely, accurate and tailored to our business. They’re also great fun to work with.

Stephen BrownChief Operating Officer, RLWC 2021

I've now worked with ComplexHR on two different occasions. When I have needed HR support, they have been really quick to help and both times it has been so helpful. They have given me so much peace of mind that I am doing everything correctly. It's a great resource to be able to tap into as a small business.

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The Helens actually make HR very easy as opposed to ‘complex’. Being approachable, flexible and supportive in every way has helped our business accelerate the growth of our teams with as little disruption as possible.

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The ‘Two Helens’ from ComplexHR were asked to curate and deliver a session for our Board on how to handle complaints and grievances, not just from a technical perspective, but also from a people perspective, understanding how to treat everyone with dignity and respect, even though the situation could be complex and sensitive. The session delivered was engaging, informative and whilst the topic was clearly serious, we had real elements of fun in it too. Our Board agreed unanimously that the session had improved both their knowledge and skills in dealing with people issues going forward.

Chris Brindley MBEChair, Rugby League World Cup 2021