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ISSUE 2
“From 6 April 2024, an employee is no longer required to have a minimum service of 26 weeks to be able to make a flexible working request. The right to make the request is now a day 1 employment right from this date.”
Changes to the right to request flexible working From 6 April 2024, an employee is no longer required to have a minimum service of 26 weeks to be able to make a flexible working request. The right to make the request is now a day 1 employment right from this date. In addition, the new regulations: introduce a requirement for employers to consult with the employee when they intend to reject a flexible working request. introduce a provision to allow employees to make two statutory requests in any 12-month period (increasing it from the current one). require a decision period of two months in respect of a statutory working request (rather than the current three months). This means that any appeal should be undertaken within this decision period as well as dealing with the request itself. remove the requirement that the employee must explain the effect that the change applied would have and how that effect may be dealt with.
flexibility and control over how, when and where they work with the intention of increasing productivity and wellbeing. That said, removing the requirement for employees to identify the effects of their request on the employer and how these could be dealt with is possibly unhelpful since the employee doing the job will have good insight to share on these aspects. The employer could invite the employee to comment on this, provided the employee is aware this is not a mandatory question. Areas which employers will now need to consider will include the employer’s recruitment policy and flexible working policies. Employers will also need to train managers who undertake recruiting to ensure they are fully aware of the new “day one” right, that requests can be made twice a year, and that decisions have to be completed within 2 months rather than 3.
Amendments to the statutory paternity leave rights Employees who have been
continuously employed for at least 26 weeks (ending with the 15th week before their baby is due or who adopt a child or are matched for adoption) may be entitled to paternity leave which lasts two weeks and, from 6 April
The new regulations are aimed at providing employees with greater
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