Flexible working rights in the UK are set for a major overhaul after the government announced that bosses will be legally required to meet employees face to face and justify any refusal of a flexible working request. The new rules, unveiled by first secretary of state Louise Haigh at the TUC conference in Brighton, aim to give workers a stronger voice in negotiating hours, remote work, and job shares.
What the New Flexible Working Rights Mean for Employees
Under the proposed changes, every employee will have the right to request flexible working from day one of employment. But the real shift is in how employers must handle those requests. Instead of simply rejecting a request in writing, managers will have to sit down with the employee, properly consider the request, and explain the reasons for any refusal.
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Haigh told union representatives: “Life isn't always as neat as we'd like it to be. There's kids to pick up, parents to look after, families who rely on us at short notice. And sometimes a little bit of flexibility can make all the difference.” She added that while not every job can be done from home and not every request can be agreed, “every request can be taken seriously.”
How the Rules Compare: Current vs Proposed
The table below outlines the key differences between the existing legal framework and the new rights announced this week.
| Element | Current Rules | Proposed New Rights |
|---|---|---|
| Right to request | After 26 weeks' employment | From day one of employment |
| Employer duty | Consider in a 'reasonable manner' | Meet face to face and justify refusal |
| Refusal process | Written explanation within 3 months | Face-to-face meeting with clear reasoning |
| Number of requests | One per 12 months | Likely to increase flexibility |
Why Employers Must Take Flexible Working Seriously
The announcement is part of a broader push to strengthen workers' rights under the Employment Rights Act. Haigh praised unions for their campaigning and made clear that the government expects businesses to engage constructively. For employers, this means updating HR policies, training managers, and documenting every flexible working request and the business reasons behind any rejection.
Failure to comply could lead to tribunal claims, reputational damage, and lower staff morale. For employees, the change provides a clear process to challenge unfair refusals and negotiate arrangements that fit their lives.
Key Takeaways for Workers and Bosses
- Employees will have the right to request flexible working from day one.
- Employers must hold a face-to-face meeting to discuss the request.
- Refusals must be justified with clear, business-related reasons.
- Unions will play a key role in ensuring the rules are enforced.
- Non-compliance could result in legal action and financial penalties.
How to Prepare for the Flexible Working Changes
If you're an employee planning to make a request, gather evidence of how flexibility can work without harming the business. Propose a trial period and be open to compromise. If you're an employer, review your flexible working policy now. Train line managers to handle requests sensitively and consistently, and keep a record of all meetings and decisions.
The government has not yet confirmed the exact implementation date, but businesses should start preparing immediately. With the Employment Rights Act already in motion, further details are expected in the coming months.
FAQ
What is flexible working?
Flexible working is any arrangement that changes the hours, times, or location of work. This includes part-time hours, compressed hours, job sharing, remote work, and flexitime.
Can my employer refuse a flexible working request?
Yes, but under the new rules they must meet with you face to face, properly consider your request, and explain the business reasons for refusal. Valid reasons include cost, inability to reorganise work, or detrimental impact on performance.
When do the new flexible working rights come into effect?
The government has not yet announced a specific date. The changes are part of the Employment Rights Act and are expected to be implemented after further consultation and parliamentary approval.
What should I do if my flexible working request is refused?
First, ask for a written explanation and a meeting. If you believe the refusal is unfair, you can raise a grievance, seek advice from your union, or take the matter to an employment tribunal.
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