Flexible working


Published by a ÀÏ˾»úÎçÒ¹¸£Àû Employment expert
Practice notes
In-house

Flexible working


Published by a ÀÏ˾»úÎçÒ¹¸£Àû Employment expert

Practice notes
In-house
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FORTHCOMING CHANGE:Following the news that the Department for Business and Trade had ‘no plans’ to bring the Workers (Predictable Terms and Conditions) Act 2023 (WPTCA 2023) into force in Autumn 2024, clause 5 of the Employment Rights Bill, introduced on 10 October 2024, provides for the WPTCA 2023 to be repealed. Clause 7 of the Employment Rights Bill amends Part 8A of the Employment Rights Act 1996, inserting a requirement for ‘reasonableness’ in the employer’s decision to refuse a Flexible working request on one or more of the statutory grounds, and requiring the employer to explain in the notification to the employee why it considers that it is reasonable to refuse the application on the stated ground(s). For more information, see Practice Note: Requesting predictable terms and conditions of employment [Archived], Law360: Labour drops predictable hours legislation to pursue stronger right, The Employment Rights Bill and Employment Rights Bill 2024 - views from the sector, LNB News 10/10/2024 85.

An employee has the statutory right under section 80F of the Employment Rights Act

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Jurisdiction(s):
United Kingdom
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Key definition:
Flexible working definition
What does Flexible working mean?

When an employer operates a flexible working arrangement with its employees such as job share; part time work; seasonal work; home working; term time working.

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