The workplace has seen a significant shift towards flexibility in recent years, and the UK Government’s Employment Rights Bill has brought about notable reforms to flexible working laws. Some of these changes have already been implemented as part of the ‘Flexible Working (Amendment) Regulations 2023, while others are still shaping the future of work.
At CXCS Commercial, we understand that keeping up with these changes can be challenging. This blog provides a clear summary of what has already changed, what’s coming next, and how your business can prepare.
What Changes Have Already Been Implemented?
Flexible working has been a key focus of recent employment reforms, and several updates are already in effect. These include:
- Day-One Right to Request Flexible Working – Employees now have the legal right to request flexible working from their first day of employment. The previous requirement of 26 weeks’ service has been removed, opening up opportunities for employees to shape their working arrangements immediately.
- Faster Decision-Making Timelines – Employers are now required to respond to flexible working requests within two months, reduced from the previous three-month timeframe.
- Two Requests Per Year – Employees can now submit two flexible working requests annually, reflecting the dynamic nature of modern work and personal commitments.
- Consultation Before Rejection – Before rejecting a request, employers must engage in a meaningful consultation with the employee to explore potential alternatives.
- Employees No Longer Need to Explain – Employees no longer need to explain what effect their request for flexible working will have on the employer and how it might be dealt with.
These changes are designed to empower employees while ensuring that businesses have a clear framework for handling requests.
What’s Next for Flexible Working Laws?
The Government’s Employment Rights Bill is focused on making flexible working the default where possible. While many changes have already come into force, the Bill also highlights the following objectives:
- Strengthening Employer-Employee Collaboration – A continued emphasis on meaningful consultation ensures that flexible working requests are managed transparently and fairly.
- Normalising Flexibility in the Workplace – The reforms align with the long-term goal of creating workplaces that are adaptable and inclusive, enabling employees to balance their personal and professional lives.
How These Changes Impact Employers
For businesses, these changes bring both opportunities and responsibilities. Employers must adapt their HR practices and policies to remain compliant while embracing flexibility as a competitive advantage. Key considerations include:
- Policy and Contract Updates – Employment contracts and HR policies must reflect the updated rights around day-one requests, shorter timelines, and increased request frequency.
- Manager Training – Equipping managers to handle flexible working requests consistently and fairly is essential to building trust and avoiding disputes.
- Balancing Flexibility with Business Needs – While flexibility is beneficial for employees, businesses must carefully plan to ensure operational efficiency and productivity are maintained.
- Communication and Transparency – Employers should communicate the process for requesting flexible working and the business’s approach clearly to employees.
The Benefits of Embracing Flexible Working
While compliance with these changes is a necessity, embracing flexible working offers significant advantages for businesses, including:
- Attracting and Retaining Talent – Flexible working is now a top priority for many jobseekers. Businesses that offer it are more likely to attract and retain skilled employees.
- Improving Employee Morale and Productivity – Employees who feel their needs are valued tend to be more engaged, motivated, and loyal.
- Supporting Inclusivity – Flexible working can make it easier for individuals with caregiving responsibilities, health conditions, or other personal commitments to remain in the workforce.
- Enhancing Business Reputation – Companies that adapt to changing workplace expectations are often seen as progressive and employee-focused.
How CXCS Commercial Can Help
Navigating these changes may feel daunting, but you don’t have to do it alone. At CXCS, we provide expert HR support to help businesses comply with the latest legislation while building workplaces that foster flexibility and inclusivity.
Here’s how we can support you:
- Contracts of Employment – We’ll help you draft or update employment contracts to align with the new flexible working laws.
- Company Handbooks – We can create or revise your company handbook to ensure it reflects updated policies and provides clear guidance for employees.
- Employment Packs – Our tailored employment packs streamline onboarding, equipping new hires with all the information they need about your policies.
- Breathe HR App Support – We assist businesses in implementing and managing the Breathe HR app to streamline HR processes and improve efficiency.
- HR Advice and Support – From handling flexible working requests to navigating compliance challenges, we provide the guidance you need to keep your business on track.
With our no-commitment, monthly HR support services, you’ll have the expertise you need without being tied into lengthy contracts.
What Should You Do Next?
If you haven’t already reviewed your HR policies, now is the time. With many of these flexible working reforms already in place, ensuring compliance is essential. Start by assessing your current policies, contracts, and onboarding processes to identify any gaps.
If you’re unsure where to begin, CXCS Commercial is here to help. Our tailored HR services will ensure your business is ready to meet these changes head-on while benefiting from the opportunities flexible working presents.
Get in Touch
Flexible working laws are transforming the modern workplace, and with the right support, your business can thrive in this new era. Contact CXCS Commercial today to find out how we can help you stay compliant and build a workplace that works for everyone.
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