process for flexible working requests.
“Consider the nature of the employee’s role, the impact on team dynamics, and the organisation’s overall objectives. It’s essential to evaluate each request individually and avoid a one-size-fits-all approach.
“Engage in open communication with employees to discuss potential challenges and find mutually beneficial solutions. They might have a better solution than you just saying ‘no’.”
Sharlene Spence, of Cube HR, adds: “Studies have proven that organisations that have hybrid working as an option have increased productivity, due to having autonomy and flexibility within their roles.”
However, she stresses that strong communication is vital in making such an approach work. Sharlene says: “Establish guidelines for communication channels, response times and meeting schedules.
“Also, have clear policies and expectations regarding hybrid working. You might also want to set in place some rules in your contract or policies about how often hybrid workers are expected to come into the office.
“Establish a fair and transparent process for dealing with flexible working requests but remember the rules on flexible working are changing in April so you may need to adjust your policy, then clearly communicate the criteria and decision-making process to employees.
“Consider each request on an individual basis taking into account the role of the employee and the feasibility or impact it will have on the team or organisation.
“There are only eight legal reasons you can
refuse a flexible working request, so it’s important to explore pros and cons in full before making your decision.”
When it comes to hybrid working, it is important employees have the right tech and tools to support them when working remotely.
She adds: “Set out clear performance metrics that each employee is aware of that align with your organisation’s goals. Regularly review and provide feedback on performance, especially highlighting results.
“It is very important to have an inclusive culture that values both in-office and at-home working contributions. Encouraging team-building activities that incorporate both remote and office workers will help build a strong culture.
“Providing training on hybrid working best practices will be beneficial for all employees they will then have a clear understanding of what is expected of them.”
But what of organisations looking to get more of their people back into the workplace rather than working from home? How do they go about making the move?
Laura says: “If the company decides to transition back to a more office-centric model, addressing the issue of getting people back into the workplace requires a gradual and empathetic approach.
“Provide clear communication about the reasons for the shift, emphasise the benefits of in-person collaboration, and offer support for the transition. Implementing flexible hybrid models can help ease the return to the workplace by providing a balance between in-office and remote work.”
...but we believe the law should be
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Expert View BE PREPARED
FOR REQUESTS By Sally Eastwood,
associate partner at Farleys
The Employment Relations (Flexible Working) Act 2023 will come into force from this April.
Currently, employees who have worked for their employer for 26 weeks or more have the right to request flexible working. From April 6, this law will apply to all employees from day one of their employment.
Employees will also be able to make two requests in any 12-month period, up from the one request they are currently permitted to make. Employees will no longer have to explain the effect of the change requested, as they do currently, and employers will have to make a decision on a request within a reduced period of two months rather than the current three months’ timeframe.
This new legislation is thought to bring 2.2 million more employees into the scope of flexible working and is likely to see a rise in flexible working requests, particularly from employees who may have been working flexibly on an ad-hoc basis.
To prepare for these changes, employers should review their existing flexible working policies and update them to comply with the new regulations.
It is important to train managers to handle these requests effectively and with care, especially if they involve any protected characteristics such as a disability or sex.
If you’re unsure of how to proceed following receipt of a flexible working request, it’s important to seek advice from an employment law specialist promptly.
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