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Recent changes in employment law have reshaped the business landscape in the UK and beyond. As of last month (April 6, 2024), labor laws in the UK give people even more rights around requesting flexible work arrangements.
“Flexible working is defined as working arrangements in which the amount, timing, or location of work, can be varied to suit the individual employee in the role.” – CIPD.
The new legislation offers all team members more flexibility, no matter how long they’ve worked at a company—and applies to global companies with people based in the UK.
However, with many organizations already adopting more flexible work models, the question is: How well does this new legislation align with the evolving needs of today’s modern workforce?
What is the UK flexible working law?
Before the new flexible working legislation, people needed at least 26 weeks’ tenure at a company to be eligible to submit a flexible working request and were limited to one request every 12 months. In their request, they had to outline any potential impact their proposed change might have on the company and suggest practical solutions to address these effects.
For example, a customer success manager may request to change their
