Employment Rights (Flexible Working) Act 2023
The new flexible working laws grant millions of UK workers greater control over when and where they work.
Under these regulations, employees can request flexible working arrangements from their first day on the job, eliminating the previous requirement to wait 26 weeks. This includes options like part-time work, term-time schedules, flexitime, compressed hours, and varied work locations.
Employers should note that, under the updated rules, they must provide a clear explanation if they reject a flexible working request. Previously, requests could be denied without justification.
Additionally, employers are now required to respond to requests within two months, rather than the three-month period previously allowed.
The legislation also increases the number of statutory requests an employee can make, from one to two per 12-month period.
Carer’s Leave Act 2023
This Act introduces provisions for unpaid leave for employees with caregiving responsibilities.
Carer’s leave is a right from the first day of employment, with no qualifying period. It applies to employees who care for a spouse, civil partner, child, parent, or other dependant requiring care due to disability, old age, or an illness or injury that is expected to require care for at least three months. The leave is unpaid and capped at one week per year.
While employers cannot refuse a request for carer’s leave, they are allowed to postpone it if granting the leave would cause significant disruption to the business.
Protection from Redundancy (Pregnancy and Family Leave) Act 2023
Under current law, employees on maternity, shared parental, or adoption leave are given special protection in redundancy situations. As of 6 April, this protection is extended to pregnant employees and those who have recently returned from maternity, adoption, or shared parental leave.
Employees who think they may be eligible should review the specific criteria. For example, a pregnant employee taking maternity leave will be protected from redundancy for 18 months from the child’s birth, provided they notify their employer before their maternity leave ends. Fathers who take sufficient shared parental leave will also receive 18 months of protection.
