We’ve already seen changes in employment law in 2024, with a series of national regulations being actioned in January. More are set to follow on the 6th of April, including a highly anticipated change to flexible working policies. Employment Lawyer for Jackson Lees, Hannah Dowd, explains the changes and what they mean for workplaces across the country.  

As both an employer and an employee, it’s vital that you understand these regulation changes and how they could affect policies and procedures at your workplace. 

There is no doubt that the world of work has fundamentally changed for many of us over the past four years. The COVID-19 pandemic saw millions of workers across the UK swap the office for working from home, with many preferring the increased flexibility, work-life balance and time gained from not commuting. Since then, the hybrid model has risen in popularity across multiple industries, allowing staff to flexibly split their working hours across home and the office. 

In February 2022, the Office for National Statistics asked workers about their plans after government guidance to work from home where possible was lifted in the UK. They found that 8 in 10 workers planned to adopt a hybrid model of work for the foreseeable future. This trend has only continued to grow in 2024, with 78% of workers stating that a hybrid working model has improved their work-life balance and 58% of business leaders believing that a hybrid model supports employee productivity and well-being. Acas has now revised its current flexible working policy for both employees and employers. 

From 6th April, employees will have the right to submit a statutory request to make permanent changes to their contract to adopt a flexible hybrid working pattern from day one. This means that from the first day of their employment contract, they can ask their employer for changes to how long, when and where they work.  

Employees will also hold the right to make two flexible working requests in a 12-month period, instead of the one request they are currently entitled to. They no longer have to detail what impact, if any, the flexible working pattern would have on the organisation and how any potential issues could be overcome.  

Employers will now be required to respond to these requests within two months rather than the current period of three months (including any appeal process). If an employer denies a request, they will now be required to consult with the employee about their current working pattern and if there’s any alternate options that can be explored to support their work-life balance.  

Employers are allowed to deny flexible working applications if they have a good business reason for doing so. However, if they do not handle requests in a reasonable manner, this will be considered by tribunals when determining individual cases. 

Hannah Dowd, Employment Law Solicitor at Jackson Lees, said:

Both employers and employees should make note of the recent Acas flexible working policy changes. These changes aren’t making drastic overhauls to current policy, but they do signal a shift towards flexible working being more accessible for workers. It’s important that employers consider these changes and update their current internal policies and procedures and consult their employees about their working patterns within the context of business needs. 

If you have any queries about the flexible working changes and how they could affect your employment contract or internal workplace policy and procedures, call us today or make an enquiry.