Flexible working in the UK has changed a fair amount in the last 18 months or so. And if you’re an HR professional, this shift would have been even more noticeable. It’s gone from being just a perk for some to the new standard of working. And its valued greatly by UK workers.
The Office for National Statistics ran an Opinions and Lifestyle Survey which found that 28% of working adults in Great Britain had hybrid arrangements. This came after April 2024 when the government rolled out new flexible working laws. The goal of these laws was to give employees more control over when, where and how they worked.
Companies that offer human resources software solutions in the UK include:
Naturally, this sounds great on paper but in reality, it has had a huge ripple effect – specifically on HR departments. So what exactly are the next steps for HR?
What Has Actually Changed Following The New Laws?
In short, workers have more power to request flexible working and employers are required to prioritise these requests. In the past, employees had to wait a minimum of 26 weeks before putting in an official request. But with the new laws, flexible working can be asked for from day one.
Their requests are also no longer limited to just one per year. Now, it can be done twice a year. This is to accommodate unforeseen circumstances for employees that would change their current routine.
And probably the most significant change of all is that it’s no longer acceptable to just outright decline the request. Employers are now required to have a proper discussion to outline their reasons for not approving the request.
How Are These Laws Affecting HR?
For HR departments across the UK, these are not just small changes that can be overlooked. They are now tasked with creating a workplace that is adaptable and ready for the future of work, especially if flexible working isn’t going anywhere any time soon.
Here’s why HR has to take notice of the evolving working environment.
Recruitment Will Change
The new laws don’t just change for those working inside a company, it starts right from the recruitment stage before hiring takes place. Those looking for positions want to clearly see the words “hybrid working” in the job ads.
It’s a major selling point and for those who don’t adapt, they risk losing out on top talent.
Requests Will Become More Frequent
Given that employees can now request flexible work from their first day of working, HR teams can expect to have these conversations a lot sooner. Which means they need to be prepared for them when they do inevitably happen.
The subject could come up during interviews and be the deciding factor between taking the job or not, so HR needs to be ready for it.
Training Will Be Needed
If flexible working wasn’t a regular topic of conversation in a company, most managers won’t know how to handle the requests when they come in. Now, there is a definite need to offer training to managers to make sure they can comfortably assess and keep track of flexible working requests, while managing the overall performance of the team.
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The HR Systems And Operations That Will Change
Flexible working will have an influence on almost every aspect of HR. It certainly may be an admin headache but all systems and ways of working will have to be updated in order to support the new flexibility.
That means payroll needs to change to reflect the flexible hours as well as the employee’s contract. If the employee is working remotely, IT will need to check their setup from a cybersecurity perspective. Those working from home also need health and safety protocols with risk assessments.
It’s also an opportunity for HR to consider office planning for more efficiency and productivity. Whether it be shared workspaces or hybrid tools, it should suit both the employee and the company to achieve the best results.
The Legal Aspect Of Flexibility Working
While the laws give employees the right to request flexible working, it doesn’t mean that employers can just ignore them. And if those requests were unfairly rejected or the proper processes weren’t followed, it’s HR who would face the consequent legal troubles.
To avoid this, every request and meeting has to be fully documented. And employees have the right to be consulted with regarding the final decision, whether it’s approved or not. It also goes without saying that the same criteria needs to be applied to every employee to ensure fairness.
Should an issue arise in the future, having legitimate records and proof of fair treatment will contribute to resolving it as quickly and professionally as possible.
