Published on May 30th, 2014 | by admin

Are You Ready For New Flexible Working Legislation?

In a month from now (30th June), amended legislation will come into force which every employer needs to ensure they are aware of.

Updated flexible working legislation will enable any employee to request flexible working as long as they have been on the pay role in continuous employment for at least 26 weeks. However to be eligible, the employee in question must not have already made another application to work flexibly during the past year.

So what exactly does flexible working mean?

It can encompass any way of working which is different from the standard contractual hours agreed at the outset between an employer and an employee to enhance their work life balance.

An employee will be entitled to request different patterns of work encompassing opportunities for job sharing, working from home, part-time working, compressed hours, flexitime, annualised hours and staggered hours.

It is important to note that employers do have the right to refuse requests from employees who wish to alter the hours they work, time of work and other related patterns of work on the grounds that it would have a negative impact on their business though.

Under the new legislation there will no longer be a specific timeframe in which employers and employees need to process requests for flexible working too.

So clearly employers need to be fully aware of these changes and where ever possible be both consistent with the requests from each different employee and embrace the opportunity to offer flexible working practices.

Certainly the provision of modern day office equipment encourages flexible working practices often enabling employees to work remotely at no detriment to their own productivity or to the overall needs of a business.

The good news is that research we’ve read undertaken by the CBI claims that businesses can save up to 13 per cent of their workforce costs by embracing flexible working practices.

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