07814 008478 info@coppicehr.com

Coppice HR

HR News

4 Ways to Prepare Your Business for the 2024 Flexible Working Law Changes

A significant change in the UK’s employment landscape is planned to take effect – the introduction of new flexible working laws from 6th April 2024.

The new flexible working regulations will mark a pivotal change in the work-life balance equation. This welcomed change is an opportunity for employers to redefine their work culture, embrace employee flexibility, and pave the way for a more dynamic and inclusive workplace. It also will require the revision of policies and procedures to accommodate flexible working requests.

What is the change?

Aside from other procedural amendments, the change in flexible working laws will allow employees to request flexible working arrangements from their very first day on the job and request a review twice per rolling 12-months. Previously, new employees were only eligible to make this request once every 12 months and only after 26 weeks of employment.

This change in the law is expected to significantly benefit millions of workers across the UK by allowing them to have more control over their work-life balance from the very first day with a new employer

It’s also important to understand that whilst employees will have the right to request flexible working from day one of employment, it doesn’t mean that the request will be automatically granted. Employers still retain the right to refuse the request due to valid business reasons. 

Related Article: Importance Of Flexible Working For Employee Work-Life Balance

What are the benefits of offering flexible working?

Offering flexible working arrangements can have several benefits for both employers and employees, a few of these include increased productivity, reduction in stress and burnout, improved employee satisfaction and therefore enhanced employee retention rate.

Employers should consider the following in advance of the changes:

  • Policy Revision: Review and update your company’s flexible working policies to align with the new regulations.
  • Training Managers: Ensure that managers are trained to handle flexible working requests fairly and effectively.
  • Communication Strategy: Develop a clear communication plan to inform employees about their new rights and the process for making requests.
  • Infrastructure Support: Invest in the necessary technology and infrastructure to support remote or flexible working arrangements.

While this shift might seem daunting, it opens up a realm of possibilities for enhancing employee satisfaction, productivity, and retention. A flexible workforce can lead to a more motivated, engaged, and diverse team, ultimately driving business success in this new era of work.

If you need professional and experienced HR support with the changes to flexible working, contact Paul at Coppice HR (paul@coppicehr.com or 07814 008478).