Flexible working requests - what you must know.

Flexible working requests – getting it right

Flexible working is no longer a perk – it’s a legal right. Is your business ready to handle requests fairly and compliantly? – Read our recent blog post on some helpful tips.

Flexible working has become a standard expectation for many employees, not just a “perk” reserved for parents or carers. With changes to UK employment law in 2024, employees now have the right to request flexible working from day one of employment – making it essential for employers to be prepared.

But what does this really mean in practice?

Employees’ rights: Staff can now make two requests within 12 months, and employers must respond within two months. Requests can cover changes to hours, times, or location of work.

Employers’ obligations: While you don’t have to automatically agree, you must follow a fair and reasonable process. Rejecting a request without clear, valid business reasons could expose your organisation to grievances or even tribunal claims.

Balancing business needs: A flexible working request doesn’t always mean a four-day week or fully remote working. Sometimes it’s a slight change in hours, or a hybrid arrangement. Many employers find creative solutions that balance operational needs with employee wellbeing.

The benefits: Businesses embracing flexibility often see improved retention, higher morale, and greater productivity. Flexibility can also broaden your talent pool by attracting candidates who value work-life balance.

Our advice at P2HR:

• Have a clear, up-to-date policy on flexible working.

• Train managers on handling requests fairly and consistently.

• Document decisions carefully and communicate openly with employees.

• Consider trial periods if you’re unsure how a request will work in practice.

Handled well, flexible working can be a win-win. It’s about creating workplaces where employees can thrive, and businesses can grow.

If we can help you navigate requests, please get in contact.