A Shift Towards Empowerment
As a working mum with multiple births, it has been challenging to balance my passion for working in HR with the day-to-day family demands. I am sure many working parents will relate to this and appreciate the sacrifice when it comes to women in the workplace and in senior roles.
What I have always found inspiring is the stories of other parents, both mums and dads and what they have been achieving to allow me to grow in my professional career.
I have often been blessed in finding the right people to work with and amazing leaders I worked for, who not only allowed me to grow professionally, but who also considered my multiple family commitments not an obstacle for my growth and career progression, but an asset for the organisation I was working for!
Of course, I also came across a very rigid mentality and the lack of flexibility given to working parents, thus causing unnecessary stress and workload when parents are often good at multitasking and organising their days very well.
There is not one rule that fits all when we talk about flexibility in the workplace.
Historically, the process of requesting flexible working arrangements in the UK has been constrained, with specific eligibility criteria and procedural requirements in place. However, the forthcoming changes in law signal a departure from this rigid framework, towards a more inclusive and empowering approach.
New legislation from April 2024
This new legislation comes into force on 6 April 2024, which amends the Flexible Working Regulations 2014 (SI 2014/1398) and ensures that the right to make a flexible working application applies when an employee begins employment, from day one!
Currently, regulations impose a condition on employees to have been continuously employed for 26 weeks before being entitled to make a flexible working application from 6 April, the 26 weeks of continuous employment will not apply to applications made on or after that date.
Other amendments to the current flexible working process include increasing the permitted number of statutory requests an employee may make per 12-month period from one to two. Further regulations are needed to bring the remaining changes into force.
How does the new legislation affect employers?
For employers, the new regulations present both challenges and opportunities. While embracing flexible working can enhance employee satisfaction and productivity, it may also require adjustments to existing policies and practices. Employers will need to carefully consider the operational implications of accommodating flexible arrangements while ensuring fairness and consistency across the workforce.
Employees stand to benefit from greater autonomy and flexibility in managing their work-life balance. The ability to request flexible working arrangements empowers individuals to tailor their work schedules to better suit their needs and preferences. This can lead to improved job satisfaction, reduced stress, and enhanced overall well-being.
In conclusion
As we look ahead to April 2024, the changes to flexible working request rules in the UK represent a new chapter in the evolution of work. By granting employees the universal right to request flexible arrangements and encouraging employers to embrace flexibility, these regulations pave the way for a more agile and inclusive work environment. Embracing this shift can lead to positive outcomes for both employers and employees, fostering a more balanced and fulfilling work-life experience for all.