From 30th June 2014, a number of changes will come into force relating to flexible working regulations.
Currently, employers have a statutory duty to consider requests from certain employees for flexible working arrangements, providing certain criteria are met.
The current criteria are:
- The employee is the parent of children aged 16 or under, or disabled children under the age of eighteen (Parental Leave)
- They have worked for their employer for 26 weeks continuously at the date of the request
- They not have made another application to work flexibly under the right during the past 12 months.
Flexible working can describe many different arrangements. Common examples include:
- Part-time hours
- Job shares
- Alternative workplace (such as ability to work from home)
Once any arrangements are agreed they become a permanent change to the contract of employment.
Should an employer decline a request, the employee does have the right to appeal if necessary or negotiate an agreement if the requested terms are not possible.
What will change from 30th June 2014
On 30 June 2014 the Flexible Working Regulations will be amended. Rights to request flexible working will be extended to all employees with more than 26 weeks’ service. Employers will have a duty to consider all reasonable requests, although employers may still refuse requests on business grounds.
If you need advice on what your business will need to do to comply with the new Flexible Working Regulations, please telephone me on 01246 555111 or email email@example.com
Amy Hallam – Director, BRM Solicitors.
Amy Hallam is BRM’s employment law specialist, advising companies of all sizes and industry in a wide range of employment law and HR matters. Representing clients across the UK in Employment Tribunal claims, Amy has helped companies defend many five and six figure value claims, recovering costs awards from claimants of up to £25,000.