The high-profile Employment Relations (Flexible Working) Act 2023 has received Royal Assent. Julie Bann and Francesca Gallagher provide an update on the key points.
What has changed?
The Employment Relations (Flexible Working) Act makes amendments to the Employment Rights Act 1996 (“ERA”) and under the new legislation:
- Employers must consult with their employees before a flexible working request can be turned down;
- Employees can make two flexible working requests in any 12-month period -employees are currently only able to make one request in any 12-month period;
- Employers must respond to requests within two months(previously three) unless an extension is agreed and
- Employees are no longer required to lay out how a flexible working request might impact the employer/ business or how such effect could be minimised.
What has not changed?
Under the new legislation:
- Employers are not required to offer a right of appeal to employees whose request has been rejected, (despite this being recommended in the current Acas Code of Practice on flexible working).
Can Employers reject a flexible working request?
Yes, an employer can refuse a request so long as it is for a ‘valid business reason’. There are 8 statutory reasons for refusal, including matters such as the burden of additional costs or a detrimental impact on ability to meet customer demand.
Key takeaways
- Start preparing for this new process. Two months seems like a long time to complete an application process but in practice this is a tight timeline.
- Start reviewing your policies.
Updates
On 11 December 2023 the government laid before parliament new regulations, the Flexible Working (Amendment) Regulations 2023. This update means that there will be no need for a period of qualifying employment for requests made on or after 6 April 2024. We are still awaing other regulations as to when the rest of the Act will come into force.
We are always happy to support you in providing practical guidance on flexible working requests. Please contact Julie Bann (
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This article is for general awareness only and does not constitute legal or professional advice. The law may have changed since this page was first published. If you would like further advice and assistance in relation to any issue raised in this article, please contact us by telephone or email