The Code of Practice (Requests for Flexible Working) Order 2024
Overview
The Code of Practice (Requests for Flexible Working) Order 2024 has significant implications for both employers and employees in the UK. This blog provides a detailed overview of the Order, its key requirements and provisions, and its impact on businesses.
The Order aims to provide guidance on flexible working arrangements for employees in the UK. It applies to all employees with at least 26 weeks of continuous employment who wish to change their working arrangements, such as working hours, times, or location.
The key requirements of this Order include:
- Eligibility: Employees must meet the minimum service requirement and have not made a similar request within the past 12 months.
- Making a Request: Requests must be made in writing, stating the desired changes and the date they would like them to start.
- Consideration: Employers must consider requests in a reasonable manner, including arranging a meeting to discuss the request.
- Decision: Employers must inform employees of their decision within three months of the request, unless an extension is agreed upon.
- Appeal: Employees have the right to appeal a decision within 14 days of receiving it.
- Right to be Accompanied: Employees have the right to be accompanied by a colleague or trade union representative during meetings related to their request.
The Code of Practice (Requests for Flexible Working) Order 2024 came into force on the 5th of April 2024 and applies to the United Kingdom.
Does the Code of Practice (Requests for Flexible Working) Order 2024 affect my business?
The Code of Practice has several impacts on businesses, including:
- Increased Flexibility: Businesses may need to be more flexible in accommodating employees’ requests for flexible working arrangements.
- Improved Employee Satisfaction: Flexible working arrangements can lead to higher levels of employee satisfaction and retention.
- Compliance: Businesses must ensure they comply with the Code’s requirements to avoid potential legal issues.
- Operational Challenges: Implementing flexible working arrangements may present operational challenges for some businesses, such as managing remote teams effectively.
Businesses need to familiarise themselves with the Code’s requirements and ensure they comply to create a more flexible and inclusive workplace.
Do I need the Code of Practice (Requests for Flexible Working) Order 2024 in my ISO Compliance Register?
All businesses in the UK with employees are affected by the Code of Practice. However, smaller businesses may face different challenges in implementing flexible working arrangements due to their size and resources.
Therefore, we strongly recommend adding the Code of Practice (Requests for Flexible Working) Order 2024 in your ISO Compliance Register.
Legislation related to the Code of Practice (Requests for Flexible Working) Order 2024
Legislation related to the Code of Practice (Requests for Flexible Working) Order 2024 include:
- Employment Rights Act 1996
- The Flexible Working Regulations 2014
- Employment Relations (Flexible Working) Act 2023
- Work Life Balance and Miscellaneous Provisions Act 2023 (Workplace Relations Commission Code of Practice on the Right to Request Flexible Working and the Right to Request Remote Working) Order 2024
More information
Visit the Code of Practice (Requests for Flexible Working) Order 2024 article on the legislation.gov.uk website.
Create an account in the ISO Compliance Register App and add this article to your Register.
