Joe Hyland’s Post

Don't forget, new employment legislation relating to flexible working comes into force next month - 6 April 2024. The Employment Relations (Flexible Working) Act 2023 gives employees the right to request flexible working from day one of employment (rather than after 26 weeks which is the position currently). Employees will also be able to make two flexible working requests in any 12-month period (up from one) and will no longer have to explain the effect on the employer’s business of the change requested, as at present. Employers will need to consult with employees before rejecting requests and decide on the outcome within two months (instead of three). For help and advice on this important change, please get in touch. #flexibleworking #employmentlaw #hradvice #worklifebalance #employment

❗ #smebusiness - update your employment policies ❗ With the Employment Relations (flexible working) Act coming into effect on 6th April 2024, businesses will need to make sure they're aware of the upcoming changes to statutory flexible working requests. Here's a quick reminder of the changes: 🔹Employees will be able to make two statutory requests for flexible working in a 12-month period (previously one). 🔹Employers must consult with employees before a flexible working request is denied. 🔹Employers must respond to requests within two months (previously three). 🔹Employees are no longer required to set out how their request may impact business operations. While not included in the wider legislation, the Institute of Employment Studies report: "Parliament agreed that no conditions as to duration of employment need to be satisfied by an employee in order to be entitled to make a flexible working application on or after 6 April 2024, effectively making it a day one right". Employers will need to review their current policies/procedures and make necessary updates in preparation of the impending changes. #smebusiness #smallbusinessowners #smallbusinesssupport #employmentlaw #hrupdates #flexibleworking

As an employer, you might think that the Employment Relations Act is favouring employees and their right to request flexible working, but that's not entirely true. This new employment regulation aims to allow employees flexible arrangements should they require it. But it's not something that must be given on a whim. Take a look at this recent Financial Conduct Authority case which shows that the scales haven’t tipped too far in an employee’s favour and there won’t necessarily be an overwhelming increase in the number of employees being granted flexible working as a result of the new legislation: https://bit.ly/3VEyLhZ #FlexibleWorking #EmploymentRegulation #EmploymentAct #RightToFlexible

As an employer, you might think that the Employment Relations Act is favouring employees and their right to request flexible working, but that's not entirely true. This new employment regulation aims to allow employees flexible arrangements should they require it. But it's not something that must be given on a whim. Take a look at this recent Financial Conduct Authority case which shows that the scales haven’t tipped too far in an employee’s favour and there won’t necessarily be an overwhelming increase in the number of employees being granted flexible working as a result of the new legislation: https://bit.ly/3VEyLhZ #FlexibleWorking #EmploymentRegulation #EmploymentAct #RightToFlexible

New employment legislation to come into effect on 6 April 2024 Employment Rights (Flexible Working) Act 2023: 4 things employers need to know 1. employees will now be entitled to request flexible working arrangements from the very first day of their employment rather than after 26 weeks as is currently. This includes requests for part-time, term-time, flexitime, and varied working locations. 2. As an employer you now need to explain your reasons behind their decision if you reject any request for flexible working. 3. Employers are also now obliged to respond to flexible working requests within two months. 4. Under the new legislation, employees can also make two statutory requests for flexible working in any 12-month period, as opposed to one request previously. #employmentlaw #flexibleworking

New flexible working laws came into force on April 6 - is your business ready? Do you you need me to break down the positive impact these changes bring for both employers and employees, do you need your policies reviewing and updating or do you need a bespoke policy writing for your business? If yes, please feel free to reach out and we can grab a virtual coffee with a no obligation chat, please message me to get a date in the diary. #SME’s #Managingdirectors #flexibleworking #WFH #parttime #takeitoffyourdesk #belegallycompliant

Flexible working to be the ‘default’ in the Employment Rights Bill…but what does that mean? I have seen a lot of noise and misinformation in the press recently about one of the items in Labour’s proposed Employment Rights Bill. I saw one headline declaring that employees would have the right to “flexible hours” from day one! 😳 This is not correct. Labour has only said that “flexible work arrangements” will be the default for employees. however, they haven’t defined what those arrangements might be. It doesn’t mean flexible hours necessarily, currently flexible working arrangements can cover a number of different approaches. My reading of the proposal is that all employees will, by default, have the right to flexible working arrangements unless the employer can justify otherwise. If so, this would mean that employees no longer need to apply for flexible working. They would have that entitlement by default.Instead, employers will need to justify withdrawing that entitlement. However, it’s important to remember that we don’t know the details yet. We need to wait and see what is in the proposed Bill. There has been no definition of what the “arrangements” are, and I suspect that will remain a matter of negotiation between the worker and their employer. My advice is to take the headlines with a pinch of salt for now. Let’s wait and see how the Bill is drafted. There are a lot of questionmarks about how some of these measures would be implemented, and how they would work in practice. Let’s not panic just yet!

Section 1 of the Employment Relations (Flexible Working) Act 2023 comes into force on 6 April 2024 and that means the well publicised changes to #flexibleworking will be in place in a few days time. In summary of those changes: 1) An employee will be entitled to make two requests in any 12-month period instead of just one. 2) The requirement to explain what effect, if any, the employee thinks their requested change will have and how it might be dealt with is removed. 3) Employers cannot refuse a request until they have consulted with the employee. 4) The time for the employer issue the outcome on the request is reduced to two months (although the employer and employee can still agree a longer period). The requirement for an employee to have 26 weeks service is also removed meaning that employees may now request flexible working from their first day of employment. Employers should bear in mind that the there is no change to the fundamental basis of the right in that the employee is not entitled to have the request granted. Employers can still refuse a request provided that they consult and refuse for a permitted reason.

The right to request flexible working. The introduction of the new Employment Relations (Flexible Working) Act means that anyone, including unpaid carers, can ask their employer for changes to their working hours, times of work, or place of work, from day one. #CarersRightsDay

What will you remember about 2024? This was the year that made some key employment law changes One key employment law change this year The Flexible Working Act, which came into effect on 6 April, grants employees the right to request flexible working arrangements from their very first day of employment. Previously, employees needed to have been employed for at least 26 weeks before making such a request. The Act also introduces new requirements for employers. Before rejecting a flexible working request, employers must consult with the employee. Additionally, the timeframe for employers to respond to these requests has been reduced from three months to two months. Employees are now allowed to make up to two requests for flexible working within a 12-month period, whereas previously they were limited to just one request. Example: Sarah starts a new job at a marketing company on 1 May. On 2 May, she requests to work four days a week instead of five to better balance her family commitments. Under the new Flexible Working Act, her employer must: 1. Consider her request and consult with her before making a decision. 2. Respond to her request within two months (by 2 July at the latest). 3. Allow Sarah to make another request later in the year if her circumstances change, as employees are now permitted two requests within a 12-month period. #flexibleworkimg #endoftheyear