Vertical Advantage’s Post

Are you prepared? 🚨 The Employment Relations (Flexible Working) Act 2023 has been passed and will be in effect from 6th April 2024 📆 Read our article to learn what this means for employers and employees, and find out what you should be doing now to prepare: https://lnkd.in/eHrAuzjZ If you require further advice on getting prepared for the 6th April 2024 implementation of the Flexible Working Act 2023, contact us today. #EmploymentRelationsAct #FlexibleWorking

📢Big News for Employers and Employees! The Employment Relations (Flexible Working) Act 2023 is on the cusp of becoming law. From enabling two flexible working requests in a 12 month period to a mandated consultation phase, the landscape of flexible working is changing. Make sure to review your existing policy to accommodate these changes or get in touch with us to craft one that aligns with the new guidelines. To read more about The Employment Relations (Flexible Working) Act 2023, please find my latest blog article here https://lnkd.in/eqT-rjng . #FlexibleWorking #EmploymentLaw2023

Do you know #UK employees may soon be entitled to request for flexible working arrangements from day 1 of their #employment? Learn more about the Employment Relations (Flexible Working) Act 2023, due to be passed in Spring 2024, explained by Kayson Hui. #employmentlaw #humanresources #flexiwork

The Employment Relations (Flexible Working) Act 2023 had its 3rd reading in the House of Lords last week and now just requires Royal Assent to pass into law. The main changes are: - Employees will now be able to make two flexible working requests in any 12 month period. - Requests have to be dealt with by employers within 2 months of receipt of a request if no extension is agreed. - Employers are not able to refuse a request until they have ‘consulted’ with the employee (although there is no legal minimum requirement of what consultation needs to include). - Employees will no longer, in their application, have to explain what effect the employee thinks agreeing to the request would have and how any such effect might be dealt with. Perhaps more notably though, it doesn't include: - A ‘Day 1 right’ to Flexible Working. This has been much talked about in the press but employees still need to have 26 week’s service before they are able to make a request. The Government has indicated that it will create Day 1 employment rights through secondary legislation, although none has appeared as yet. The issue is not covered in the Act. - A Requirement for employers to offer a right of appeal if a flexible working request is rejected. The offer of an appeal is recommended in the ACAS Code but it is not a requirement of the process. Watch this space for news of an implementation date...

����The Employment Relations (Flexible Working) Act 2023 is shaking things up! Though it brings significant changes like quicker response times from employers, it still doesn't make flexible working a ‘Day 1 right' or necessitate a right of appeal for rejected requests. 📜 Want to stay ahead of the curve? Reach out to Newman HR to ensure your flexible working policy is in line with the latest legislation. To read more about The Employment Relations(Flexible Working) Act 2023, please find my latest blog article https://buff.ly/47LswN7 #EmploymentRelationsAct2023 #HRCompliance

According to a recent survey conducted by ACAS, a surprising 43% of employers and a staggering 70% of employees seem to be in the dark about the upcoming alterations to the statutory flexible working regulations. These changes, set to be enacted by the Employment Relations (Flexible Working) Act 2023 and the accompanying new statutory Code of Practice, will take effect on April 6, 2024. Among the adjustments, there will be a notable introduction of a day one entitlement to request flexible working, among other significant modifications. To find out more about this and other changes, sign up for my online seminar on Thursday 25th April:https://buff.ly/3xlXXjj https://buff.ly/49kz4By #employementlaw#employee #flexibleworking

Are you aware of the flexible working changes coming into force this month? We have summarised the key points on our website and please let me know if you have any questions:

According to a recent survey conducted by ACAS, a surprising 43% of employers and a staggering 70% of employees seem to be in the dark about the upcoming alterations to the statutory flexible working regulations. These changes, set to be enacted by the Employment Relations (Flexible Working) Act 2023 and the accompanying new statutory Code of Practice, will take effect on April 6, 2024. Among the adjustments, there will be a notable introduction of a day one entitlement to request flexible working, among other significant modifications. To find out more about this and other changes, sign up for my online seminar on Thursday 25th April:https://buff.ly/3xlXXjj https://buff.ly/49kz4By #employementlaw#employee #flexibleworking

📰 The Employment Relations (Flexible Working) Act 2023 has passed  through parliament and now awaits Royal Assent. It has been designed to make a flexible approach to working easier for employees. And it is vital that employees and employers alike are familiar with the changes which include: ✅ Employees can make 2 flexible working requests in any 12-month period ✅ Employers must deal with requests within 2 months ✅ Employees can ask for flexible working from day 1 of their employment. Natalie Saunders explains the changes in more detail in her blog: https://lnkd.in/eCFBKNCx #EmploymentLaw #Employees #FlexibleWorking #EmploymentRelationsAct2023

Employment Relations Flexible Working Bill 2023 is currently going through Parliament. The changes proposed are: Employees will now be able to make two flexible working requests in any 12 month period. Requests have to be dealt-with by employers within 2 months of receipt of a request if no extension is agreed. Employers are not able to refuse a request until they have ‘consulted’ with the employee (although there is no legislative de minimis requirement of what that ‘consultation’ needs to include). Employees will no longer, in their application, have to explain what effect the employee thinks agreeing to the request would have and how any such effect might be dealt with.