Employment Relations (Flexible Working) Bill

Why has the Flexible Working Bill been introduced?

Flexible working was previously seen as a ‘perk’ of a job offered by only progressive employers. However, the Covid-19 pandemic changed everything. Employers were forced to sent their employees home where the majority of employees worked well, increasing their productivity and improving mental and physical health due to work-life balance.

Many employers are now wanting their employees to return to the office on either a full-time or hybrid basis.

The government proposed the new Employment Relations (Flexible Working) bill last June to overhaul what had become an outdated application process for flexible working, and empower workers to have more control over their working patterns.

What does the Flexible Working Bill do?

• Employees can make a flexible working request from day one of employment
• Employers must consult with their employees before a flexible working request can be turned down
• Employees can make two flexible working requests in any 12-month period 
• Employers must respond to requests within two months (previously three)
• Employees are no longer required to lay out how a flexible working request might impact the employer

How should employers prepare for a flexible working request?

Liz Watt advises having a policy documented within the staff handbook and consider ways you could introduce flexible working into your business, such as four day work weeks, term-time working and flexible Bank Holidays. To discuss how the Employment Relations (Flexible Working) Bill may effect you or your business contact Liz@bradleyhayneslaw.co.uk.