Title

Autem vel eum iriure dolor in hendrerit in vulputate velit esse molestie consequat, vel illum dolore eu feugiat nulla facilisis at vero eros et dolore feugait

Flexible working changes: what’s new?

Some of you may know that from the 30 June, flexible working is being extended to all employees.

The service requirements will continue to apply (26 weeks of continuous employment) however the current statutory procedure will be abolished. Employers will have to continue to deal with requests reasonably and they can continue to reject requests for business reasons. 

Initially, this change may lead to an increase in requests, so the question for all employers will be how should they prioritise requests?

Prioritising requests

You should look at the business case for each application individually. Consider matters such as what part of the organisation the employee works in, their position, the flexible pattern requested, what impact it will have on the team and the business as a whole.

If you receive an overwhelming number of requests at the same time and are unable to deal with them, you should decide how many requests the business can accommodate at any one time. This must then be communicated to all employees.

Although it is good practise to consider all applications equally. Inevitably those from employees with childcare and carer responsibilities will need to be prioritised.

What steps should you take to prepare yourself for the changes?

The simple steps that you can take as the 30 June draws closer is to implement a revised policy making employees aware of the extensions and providing managers with appropriate training. If you haven’t got a flexible working policy in place then it’s the perfect time to get one drawn up.

If you need any advice and assistance in either drafting or implementing a flexible working policy please do not hesitate to contact me for a free consultation on 0113 350 4030 orsamira.cakali@scesolicitors.co.uk.


Please note that the information in this blog is to provide information of general interest in a summary manner and should not be construed as individual legal advice. Readers should consult with SCE Solicitors or other professional counsel before acting on the information contained here.

Samira Cakali

Samira Cakali is a pragmatic and approachable solicitor advocate with extensive contentious and non-contentious experience in the fields of employment law as well as civil litigation, within a range of commercial businesses from SME’s to multinationals as well as senior executives.

%d bloggers like this: