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Solution
Email 10: 4.3 Flexible Working
Flexible working refers to arrangements that adapt working hours, location, or patterns to better suit employee needs (CIPD, 2018). Some examples include and remote working, reduced hours, flexible working, and flexible working arrangements such as working shorter hours in exchange for higher remuneration. These arrangements are within the employment law and are intended to satisfy the needs of employees with the conduct of business.
Employment Rights and Recent Changes
Under the Flexible Working Regulations 2014, all employees with 26 weeks of continuous service have the right to request flexible working. Since 6th April 2024, a change to develop the Flexible Working Act 2023 (ERA 2023) include changes where employees are allowed to request only two occasions within the calendar year rather than in the previous three months, while the employer has to reply to the application within a maximum of 2 months instead of 3 (Faragher, 2024). More importantly, employers do not need to cite special circumstances as to why they seek flexible working options, thus underlining availability of such modes.
Refusal Grounds
Employers can refuse requests only on specific business grounds, such as cost implications, inability to meet customer demands, or a detrimental effect on performance. The fear of setting a precedent is completely comprehensible however cannot be used as a legal basis to refuse. It is about how this specific request would hinder the delivery of services or operation of the team.
Future Developments
The government is exploring…
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