Since the pandemic, many workplaces have become a lot more amenable to flexible working. But did you know that it’s been a legal right for employees to request flexible working since 2003? Historically this applied to parents and carers, but the legislation now covers all employees with over half a year of continuous employment. From 6 April 2024, laws on working flexibly will change and this right will extend to the first day of a new job.
The Right to Request Flexible Working
The right to request flexible working is just that, a right to request. Employers also have the right to deny a request if it doesn’t suit their needs. Employees can request arrangements such as a change in working hours, a change in their start and finish times, work from home, flexible hours, job sharing, or a change in the days they work.
Employers have an obligation to fairly assess the application and deal with them in a ‘reasonable manner’. According to gov.uk, good practice to fulfil this requirement can include offering an appeal process and holding meetings to discuss the application with the employee. Any further working changes should be assessed similarly.
Post-pandemic, flexible working arrangements have become increasingly common, especially those surrounding working from home and flexible hours. Some businesses even offer explicitly work from home jobs, that have various accommodations built into their contracts, at the initial stages of recruitment.
Disadvantages of Flexible Working
But what are the advantages and disadvantages of this type of working? Well, due to the process of requiring a request, there shouldn’t be any disadvantages for employers and employees if the request has been properly assessed.
However, some dispute the effectiveness of arrangements such as employees working from home. Employees have found that their work-life balance can be negatively affected due to a lack of separation between their work time and private time, while employers have found reduced productivity can result from some work-from-home arrangements.
Advantages of Flexible Working
The primary advantage is that employees can achieve a work-life balance that works for them, giving them greater job satisfaction and increased wellbeing. This helps them become more effective employees as a result.
Employers can often enjoy a reduced turnover of staff as employees have more control over their work environment and fewer restrictions in their personal lives. As long as an arrangement works for both parties, this type of working can be a desirable option for all involved.
For more information on these working arrangements, visit the Government website.
