Flexible working laws are due to change with effect from 6th April 2024. In summary those changes include:-
- Flexible working becoming a day one right;
- Employees being permitted to make 2 flexible working requests in a 12 month period rather than one;
- Employers being obliged to consult with employees if they are considering rejecting a request;
- The period for the employer to respond to a request being reduced from 3 months to 2;
- The obligation that employees have to specify how their requests may be accommodated by the employer, being removed.
The new code incorporates all of the proposed changes to the legislation from April 2024, including reaffirming the 8 business grounds that can be relied on by an employer to reject an application.
Given the new obligations on employers, it is even more important that employers are up to date with the correct processes and deal with flexible working requests lawfully and in line with the Code of Practice.
Despite many companies requiring employees to return to the office, it is still the case that companies are receiving substantial amounts of flexible working applications from employees seeking to work from home.
For more information please contact Sally Morris at Sally.morris@mfgsolicitors.com.
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