New Government plans to allow workers the right to request flexible working from day one, have moved a step closer.
As the country gets back into full swing after lockdown, flexible working has become increasingly popular.
Now the Department for Business, Energy & Industrial Strategy (BEIS), has unveiled plans which it says will strengthen employment rights and increase the productivity of businesses.
It covers many areas including job share, flexible working and phased retirement.
Business Secretary Kwasi Kwarteng has previously said he believed flexible working is something that is here to stay.
However, businesses will still have the right to reject a request if they have sound business reasons, but are encouraged to offer other flexible working methods if possible.
BEIS has said the proposals would mean:
- More choice over when and where they work and the right to request flexible working a day one entitlement.
- A right to one week’s unpaid leave for carers balancing a job with caring responsibilities.
- Making business more productive, whilst accommodating both staff and employer needs.
The proposals cover such areas as:
- Job-sharing, flexitime, compressed, annualised and staggered hours, as well as phased retirement.
- Allowing employees to balance their work and home life, including helping people who are managing childcare commitments or other caring responsibilities.
- Ensuring that people who are under-represented in Britain’s workforce, such as new parents or disabled people, have access to more opportunities.
Mr Kwarteng said: “Empowering workers to have more say over where and when they work makes for more productive businesses and happier employees.
“It was once considered a ‘nice to have’, but by making requests a day one right, we’re making flexible working part of the DNA of businesses across the country.
“A more engaged and productive workforce, a higher calibre of applicants and better retention rates – the business case for flexible working is compelling.”
BEIS says employers must deal with requests in a ‘reasonable manner’ and should:
- assess the advantages and disadvantages of the application
- hold a meeting to discuss the request with the employee
- offer an appeal process
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