The future of work arrives

Numerous studies extol the benefits of flexible working, from improved career access to enhanced physical and mental wellbeing.

The ability to work flexibly, whether through remote options, adjusted schedules, or other arrangements, allows employees to better integrate their professional and personal commitments leading to greater work-life balance, job satisfaction and productivity.

Despite this, flexible work has been seen as more of a perk for the privileged, and requesting it, a bold act, rather than a legal right. Until now, that is.

Starting on April 6th, 2024, the new Flexible Working (Amendment) Regulations now grant all UK employees the legal right to request flexible working arrangements from their very first day on the job. Previously, a person had to be employed for at least 26 weeks before they could make a flexible working request to their employers, but the new legislation eliminates this waiting period.

The legislation comes on the back of tireless campaigns and advocacy from individuals and industry bodies. Anna Whitehouse, a broadcaster founded Flex Appeal in 2015, a campaign for the adoption of flexible working across all UK jobs. The Chartered Institute for Personnel and Development (CIPD)’s ‘Flex from First’ campaign began calling for the day-one right in February 2021.

"This new day-one right stands to benefit millions of people, helping them to balance their work and life commitments and give them more say and more opportunity in where and how they work," explains Peter Cheese, chief executive of the CIPD.

Hina Belitz, employment partner at Excello Law, echoes this sentiment, noting that the new regulations will be particularly impactful for "parents and carers" who can now seek employment without the burden of a six-month waiting period before requesting flexible arrangements.

The push for greater flexibility has been building momentum, accelerated by the COVID-19 pandemic. Jeanette Wheeler, CHRO at HR, payroll, and finance specialist MHR, observes that "as recently as 5 years ago, flexible working was considered by most to be a luxury. Since then, employee expectations have shifted dramatically."

Cheese emphasises that this shift is not just about employee preferences - flexible work can also have profound benefits for organisations. "Managed well, it’s a win-win for both," he says. "Employees are often better able to balance their work needs with their personal life, while employers report being able to recruit and retain a more diverse workforce which can flex to business needs."

However, Belitz cautions that the new legislation only provides a "right to request," meaning that employers still retain ultimate control over employee work patterns. This will emphasise the importance of organisations proactively embracing flexible work as a strategic imperative, rather than simply reacting to legislative changes.

"Organisations should see it as positive encouragement for how jobs and workplaces can be shaped to support different forms of flexible working," Cheese advises. "Being proactive in providing different ways people can work flexibly will be crucial in ensuring that all employees have access to flexible opportunities."

As the world of work evolves, the UK’s new Flexible Working Bill represents a significant step towards empowering employees and fostering more inclusive, productive, and satisfied workforces.