A significant change in employer obligations is set to take effect under the Employment Rights Act 2025, which introduces new provisions for flexible working. The legislation, which comes into force in 2025, aims to provide greater work-life balance and support employees with caring responsibilities. According to law firm Farrer & Co, the new law will require employers to consider flexible working requests from employees with at least 26 weeks' service. This is a decrease from the current requirement of 26 weeks' service and one year's employment.
The new law also introduces a broader definition of 'employee' to include agency workers and freelancers. This means that more workers will be entitled to request flexible working arrangements. Farrer & Co notes that employers may be required to provide a written response to flexible working requests within a shorter timeframe, which could be as little as 2 weeks.
The changes are expected to have significant implications for businesses, particularly those with multiple employees. Employers will need to adapt to the new requirements and develop strategies for managing flexible working requests. This may involve consulting with employees, revising HR policies, and providing training for managers.
The new flexible working laws are part of a wider effort to promote work-life balance and support employees with caring responsibilities. The government has stated that the changes will help to reduce stress and improve overall well-being. However, some employers may face challenges in implementing the new requirements, particularly in industries with high staff turnover or complex work arrangements.
Farrer & Co advises employers to review their HR policies and procedures to ensure compliance with the new laws. The firm also recommends developing a flexible working policy that outlines the process for requesting and approving flexible working arrangements.