What is the Flexible Working Bill?
If you own a business or work in HR, you are likely to be aware of the ‘Flexible Working Bill’ and the implications it can have on your business and employees. However, if you are unfamiliar, it may be time to ensure you are keeping up to date with the proposed changes, so you are ready to take action if the Bill is passed.
The Flexible Working Bill (also known as Employment Relations Bill) is proposed new legislation with will potentially give employees the right to request flexible working arrangements. Whilst this may be a relaxed system you already have, there may be changes and actions that you need to take to ensure your business is compliant.
As mentioned, employees will have the right to request greater flexibility in terms of when, where, and how they work. As an employer or HR Manager, you would need valid reasons to reject any requests and a clear system in place.
What Does The Flexible Working Bill Aim To Do?
The Flexible Working Bill will outline clear guidance and a system that all employers must follow.
It will allow employees to request flexible working arrangements and as an employer, you must follow the guidance provided and can only refuse requests for certain and specific reasons. If the request is approved the employee will have the legal right to work with flexibility.
Who Will The Flexible Working Bill Effect?
The Flexible Working Bill will apply to all employees in the UK. It will have the biggest impact on those who require flexibility due to caring responsibilities for children or dependents.
What Are The Implications Of The Flexible Working Bill For Employers?
For businesses without flexible working practices and systems in place, the Flexible Working Bill may cause some complexities. As a business, you will need to implement clear systems to allow effective communication and coordination between members of your team who work remotely.
You will also need to ensure that you invest in technologies to allow for flexible working. Additionally, you will need to include and adapt your managing strategies to address any challenges of managing and evaluating remote employees.
How Has The COVID-19 Pandemic Influenced The Flexible Working Bill?
During the pandemic almost every business that could, had to implement flexible and remote working in order to survive. For many, this stayed in place after the pandemic but offered new and different complexities for employers and employees in terms of fairness, adaptability, and financial burden.
Employers have sought guidance on how best to handle the aftermath of the pandemic and the need for legislation to protect both employees and employers has been widely supported.
What Type Of Flexibility Will The Flexible Working Bill Provide?
The Flexible Working Bill is wide-ranging and will allow employees to request a variety of flexible arrangements, including:
- Flexible start times
- Flexible finish times
- Compressed hours
- Part-time work
- Job sharing
If the new Bill is passed, employers will be required to consider requests and may only reject them if they have good reason.
What Is The Criteria For Employers To Be Entitled To The Flexible Working Bill?
The Flexible Working Bill will apply to all employers in the UK.
Small businesses with fewer than 26 employees will have a longer implementation period to adjust to the new requirements compared to larger businesses.
How Will Employers Implement The Flexible Working Bill?
All businesses that meet the criteria will have to engage with their employees to implement clear guidelines and effective communication to support flexible working arrangements.
As an employer, you must also invest in technology, equipment and infrastructure to support remote employees. You will also need to ensure that you provide training to managers/HR Managers so that they are well-equipped to deal with the new legislation.
What Kind Of Data Will Employers Need To Provide When Applying For The Flexible Working Bill?
As an employer, you will need to keep records of all flexible working requests made by your employees. Your records must include the date of the application, the employee’s name, job title, the type of request made, and a summary of the decision made.
You must also ensure that your policies and practices around flexible working requests are non-discriminatory and visible to all staff.
What Are The Potential Benefits Of The Flexible Working Bill For Employers?
The Flexible Working Bill has the potential to bring significant advantages for employers. Flexible working arrangements can lead to increased productivity and job satisfaction among employees, resulting in long-term benefits for businesses. Positive Workplace Culture!
Furthermore, offering flexible work arrangements can help attract a diverse range of candidates, ultimately benefiting your business by bringing fresh perspectives and skills to the workforce.
In conclusion, the Flexible Working Bill has the potential to benefit both employees and employers. While implementation may pose challenges for businesses, proactive development of policies and strategies will help ensure a smooth transition towards flexible working arrangements.
A date for the third reading, when final amendments can be made, is scheduled for 14 July 2023
Please note, Inclusive Consulting is not a legal body and the information contained above should not be relied on as legal advice. For full legal advice or guidance in relation to The Flexible Working Bill (also known as Employment Relations Bill) or any employment law matter, you must seek independent legal advice from an employment law specialist.
