It’s been a month since the updates to flexible working legislation came into force and employers and employees are still trying to understand the changes.
The Good Employment Charter recently hosted a chat with Nick Wadsley from Acas to provide an overview of the changes, what they mean for employees and employers, and also give real-life examples of what adjustments you can make.
One big theme that came out of the discussion was trust. It’s not just about saying yes to flexible working requests; it’s about building a workplace where everyone feels trusted and heard.
That means sorting out any niggling issues and keeping communication channels wide open.
Legally, things are shifting too. Employees now have the right to put in two flexible working requests in a year, and bosses have to respond within two months.
Employers can no longer refuse the request without a discussion with the employee and must have reasonable grounds if they do choose to say no.
But it’s not as simple as employers accepting every request they receive – they still need to balance the legislation updates with what is best for their business.
That means thinking about how flexible working might affect things like workload and team morale while, of course, avoiding discrimination.
Having policies in place is key to making flexible working a success. It provides clear guidelines for both employers and employees, so they know where they stand and ensures fairness for everyone.
By embracing the change and keeping things fair and open, businesses can make it work for everyone.
Head over to the Good Employment Charter website to dive deeper into the topic.