- A consultation must be scheduled before a flexible working request can be denied.
- Employers have two months (down from three) to make a decision on a flexible working request.
- Employees have the ability to make up to two separate flexible working requests (up from one) within the same 12 month period.
- Employees are no longer required to explain the potential effects their request would have on the organisation.
For employers, the main legal advice is to be prepared for greater employee interaction on matters of flexible working. Once the bill comes into effect, more employees will expect employers to make accommodations for flexible working requests. As such, employers should consider scaling their HR operations accordingly.
The main difficulty that is likely to arise for employers due to the new rules is keeping track of all the requests and responding to each one before the time limit. This is because each request will have a different deadline response date based on when it was submitted. Employment Law Services Ltd offers bespoke legal services to support employers in creating new HR policies and procedures.