{"id":10167,"date":"2025-01-21T11:51:46","date_gmt":"2025-01-21T11:51:46","guid":{"rendered":"https:\/\/www.brightmine.com\/uk\/?post_type=resources&#038;p=10167"},"modified":"2026-10-28T10:35:09","modified_gmt":"2026-10-28T10:35:09","slug":"flexible-working-employee-rights-bill","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/uk\/resources\/hr-strategy\/flexible-working\/flexible-working-employee-rights-bill\/","title":{"rendered":"Employment Rights Bill essentials: Flexible working requests"},"content":{"rendered":"\n<div class=\"wp-block-group alignfull has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-f85887e8 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-929090b5 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<p class=\"wp-block-paragraph\">by <strong>Robert Shore,<\/strong> HR Markets Insights Editor<\/p>\n\n\n\n<h2 id=\"h-what-is-changing\" class=\"wp-block-heading\">What is changing?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Employees currently have a day-one right to make a statutory request for flexible working, i.e. to request to alter the hours that they are required to work; the times that they are required to work; and\/or where they are required to work.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Employers have an existing duty to deal with requests in a reasonable manner. They may refuse a request if they have a valid business reason for doing so but must consult the employee &#8211; e.g. invite them to a meeting to discuss it &#8211; before rejecting the request.<\/p>\n\n\n\n<div class=\"wp-block-group lnrs-hide-block-on-desktop has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group has-bleach-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-22a7c014 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:15px;padding-bottom:15px;padding-left:15px\">\n<p class=\"wp-block-paragraph\">Latest on-demand webinar<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" style=\"font-size:clamp(17.905px, 1.119rem + ((1vw - 3.2px) * 0.971), 28px);\">October harassment law changes<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Aired:<\/strong>\u00a0Wednesday 17 June 2026<br><strong>Duration:<\/strong>\u00a060mins<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In this free webinar, we explores the upcoming October 2026 harassment law changes under the Employment Rights Act 2025, including strengthened employer duties and new liability for third\u2011party harassment.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"\/uk\/resources\/hr-compliance\/bullying-harassment\/october-harassment-law-changes\/?intcmp=orange-cta|resources|webinar|watch-now\" style=\"border-radius:25px\">Watch now<\/a><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<p class=\"wp-block-paragraph\">There are currently eight valid business reasons for refusing a flexible working request. They are:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">the burden of additional costs;<\/li>\n\n\n\n<li class=\"\">a detrimental effect on ability to meet customer demand;<\/li>\n\n\n\n<li class=\"\">an inability to reorganise work among existing staff;<\/li>\n\n\n\n<li class=\"\">an inability to recruit additional staff to do the work;<\/li>\n\n\n\n<li class=\"\">a detrimental impact on quality;<\/li>\n\n\n\n<li class=\"\">a detrimental impact on performance;<\/li>\n\n\n\n<li class=\"\">insufficiency of work during the periods the employee proposes to work; and<\/li>\n\n\n\n<li class=\"\">planned structural changes.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">While in&nbsp;<a href=\"https:\/\/www.gov.uk\/government\/publications\/next-steps-to-make-work-pay\" target=\"_blank\" rel=\"noreferrer noopener\">Next steps to make work pay<\/a>&nbsp;the Government says that it will make flexible working the default, the changes in the Employment Rights Bill actually keep the option for employers to refuse a request for flexible working on the existing grounds listed above, which are being retained. However, if employers wish to reject a request:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">the refusal will need to be&nbsp;<em>reasonable<\/em>&nbsp;on the grounds of one or more of the existing eight business reasons; and<\/li>\n\n\n\n<li class=\"\">employers will need to explain to the employee why the refusal is reasonable.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">These changes will create a new &#8220;reasonableness&#8221; test, so that in future employment tribunals will be able to consider the reasonableness of an employer&#8217;s decision to accept or reject a request. Currently, if an employee takes a claim on flexible working to a tribunal, the claim may succeed only if the employer&#8217;s decision was based on incorrect facts or if the manner the employer dealt with the application was not reasonable.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The Employment Rights Bill also gives the Government the option to introduce regulations to expand on the existing requirement for employers to consult employees about their flexible working application. When consulting with an employee, employers would need to follow a specified process, which would be set out in the regulations.<\/p>\n\n\n\n<h2 id=\"h-practical-implications-for-employers\" class=\"wp-block-heading\">Practical implications for employers<\/h2>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">The changes may lead to more flexible working requests and an increase in flexible working, which the Government is seeking to establish as the default where not unreasonable.<\/li>\n\n\n\n<li class=\"\">HR will need to train line managers in the new requirements &#8211; particularly the need for a refusal to be reasonable &#8211; and will need to review how their organisation handles flexible working requests.<\/li>\n\n\n\n<li class=\"\">There may be more employment tribunal claims, where there will be greater scope for scrutiny of an employer&#8217;s grounds in dealing with a request.&nbsp;Employers will need to consider carefully the &#8220;reasonableness&#8221; of their response to a request.<\/li>\n<\/ul>\n\n\n\n<div class=\"wp-block-group has-alabaster-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-44166fc9 wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h3 id=\"h-did-you-know\" class=\"wp-block-heading\">Did you know?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">In Great Britain, 96.5% of businesses are small or micro businesses and account for 29.0% of all employees, according to research cited in the <a href=\"https:\/\/assets.publishing.service.gov.uk\/media\/6712491cb40d67191077b36d\/impact-assessment-make-flexible-working-the-default-_where-not-unreasonable_.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">Making flexible working the default impact assessment<\/a>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Smaller employers (5-49 employees) are less likely (85%) to report any staff taking up flexible working compared with those in larger workplaces (99%). Staff employed in larger firms (250 or more staff) are more likely to report taking up flexible working (64%) than medium-sized workplaces (55%).<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Larger employers are more than twice as likely to receive flexible working requests than smaller workplaces.<\/p>\n<\/div>\n\n\n\n<h2 id=\"h-what-happens-next\" class=\"wp-block-heading\">What happens next?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The Government has said it will publish a code of practice to assist employers to consider requests and meet their obligations under the new reasonableness test.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Regulations are expected to set out the process an employer needs to follow when consulting with an employee about their request.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The Employment Rights Bill is unlikely to receive Royal Assent before summer 2025 and the Government has said that most of the changes will not take effect until 2026.<\/p>\n\n\n\n<div class=\"wp-block-group has-alabaster-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-f1e3dc65 wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h2 id=\"h-the-government-s-rationale\" class=\"wp-block-heading\">The Government&#8217;s rationale<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">&#8220;Having the ability to vary the time, hours and place of work is key to the functioning of the UK&#8217;s flexible labour market. The right to request flexible working provides a framework, alongside the wider cultural changes in flexible working, through which employers and employees can remove barriers to flexible working.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">&#8220;Although there is a strong demand for more flexible jobs, the number of employees that request flexible working is relatively low. The proposed changes aim to make it easier to access flexible working and ensure requests for flexible working are only rejected where it is reasonable to do so. This could encourage more employees to request flexible working thus allowing a greater number of employees and employers to realise the documented benefits (e.g., improved employee wellbeing, staff retention and productivity).<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">&#8220;The Government intervenes in the labour market to extend individual employment rights for efficiency and equity reasons. A well-functioning labour market, which provides necessary rights and protections, provides employees with high quality jobs while also empowering business to operate competitively.&#8221;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Source:&nbsp;<\/strong><a href=\"https:\/\/assets.publishing.service.gov.uk\/media\/6712491cb40d67191077b36d\/impact-assessment-make-flexible-working-the-default-_where-not-unreasonable_.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">Impact assessment: Making flexible working the default&nbsp;<\/a><\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column lnrs-hide-block-on-mobile is-layout-flow wp-block-column-is-layout-flow\" style=\"border-left-color:var(--wp--preset--color--secondary-gray);border-left-width:2px;padding-left:10px;flex-basis:30%\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained wp-container-3 is-position-sticky\">\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-outline is-style-outline--1\"><a class=\"wp-block-button__link has-secondary-blue-color has-text-color has-link-color wp-element-button\" href=\"\/uk\/tag\/employment-rights-act\/?intcmp=resource|era-hub|explore-our-era-hub\" style=\"border-top-left-radius:25px;border-top-right-radius:25px;border-bottom-left-radius:25px;border-bottom-right-radius:25px\">Explore our ERA resources<\/a><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-bleach-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-938749b5 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:15px;padding-bottom:15px;padding-left:15px\">\n<p class=\"wp-block-paragraph\">Upcoming webinar<\/p>\n\n\n\n<h3 id=\"h-employment-rights-act-2025-the-future-of-flexible-working\" class=\"wp-block-heading\" style=\"font-style:normal;font-weight:500\">Employment Rights Act 2025 &#8211; The future of flexible working<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">In this practical webinar, Charlotte Wiseman will explore the latest developments in flexible working and share evidence-based strategies to help organisations create sustainable, high-performing ways of working that benefit both employees and the business.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Thursday, 15 October 2026 11am BST<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-strategy\/flexible-working\/the-future-of-flexible-working\/\" style=\"border-radius:25px\">Sign up now<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group lnrs-hide-block-on-mobile has-global-padding is-layout-constrained 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&#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-strategy\/flexible-working\/the-future-of-flexible-working\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/04\/01092236\/professional-working-on-laptop-with-team-meeting-background.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__category_wrapper\">\n\t\t\t\t\t\t\t\t\t\t<img decoding=\"sync\" src=\"https:\/\/www.brightmine.com\/wp-content\/plugins\/lnrs-resources-filter\/assets\/images\/category-flag.svg\" alt=\"\" class=\"lnrs-resource-hub-widget__category_icon\">\n\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Webinars<\/span>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-strategy\/flexible-working\/the-future-of-flexible-working\/\">The future of flexible working<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Flexible working has become a critical factor in employee wellbeing, engagement and retention. As workplace expectations evolve and &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/employee-forums-what-are-their-benefits-and-will-they-be-affected-by-the-era-trade-union-reforms\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/08\/05130858\/about-brightmine-hero.jpg);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__category_wrapper\">\n\t\t\t\t\t\t\t\t\t\t<img decoding=\"sync\" src=\"https:\/\/www.brightmine.com\/wp-content\/plugins\/lnrs-resources-filter\/assets\/images\/category-flag.svg\" alt=\"\" class=\"lnrs-resource-hub-widget__category_icon\">\n\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Commentary and Insights<\/span>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/employee-forums-what-are-their-benefits-and-will-they-be-affected-by-the-era-trade-union-reforms\/\">Employee forums &#8211; what are their benefits and will they be affected by the ERA trade union reforms?<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">The Employment Rights Act 2025 strengthens trade union rights, prompting employers to review how employee voice is heard &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\n<\/div>\n<\/section>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-f1e3dc65 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<h3 class=\"wp-block-heading\" id=\"h-topics-on-this-page\" style=\"font-style:normal;font-weight:500\">Topics on this page<\/h3>\n\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-7387b849 wp-block-group-is-layout-flex\"><div class=\"taxonomy-post_tag has-link-color wp-elements-4429aa2b12ed5f2acc172f49e56901fd wp-block-post-terms\"><a href=\"https:\/\/www.brightmine.com\/uk\/tag\/employment-rights-act\/\" rel=\"tag\">Employment Rights Act<\/a><\/div>\n\n<div class=\"taxonomy-topic has-link-color wp-elements-5ec59eb01c09ec2f1d84a6b36973ff83 wp-block-post-terms\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/\" rel=\"tag\">Employment law updates<\/a><span class=\"wp-block-post-terms__separator\">, <\/span><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-strategy\/flexible-working\/\" rel=\"tag\">Flexible working<\/a><\/div><\/div>\n\n\n\n<hr class=\"wp-block-separator has-text-color has-cararra-gray-color has-alpha-channel-opacity has-cararra-gray-background-color has-background is-style-wide\"\/>\n<\/div>\n\n\n\n<h3 id=\"h-about-the-author\" class=\"wp-block-heading\" style=\"font-style:normal;font-weight:500\">About the author<\/h3>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7387b849 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100px\">\n<figure class=\"wp-block-image size-thumbnail is-resized is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"150\" height=\"150\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2025\/01\/17154338\/Robert_Shore-150x150.webp\" alt=\"Robert Shore, HR Market Insights Editor at Brightmine\" class=\"wp-image-10115\" style=\"object-fit:cover;width:100px;height:100px\"\/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p class=\"wp-block-paragraph\"><strong>Robert Shore<\/strong><br>HR Markets Insights Editor, Brightmine<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Robert has over 20 years&#8217; experience of publishing and journalism. At Brightmine he creates and commissions content for webinars and podcasts and for the Commentary and insights tool.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">He has a Graduate Diploma in Law from the University of Law. He was formerly an International employment law editor at Brightmine, and prior to that worked as an arts journalist.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Connect with Robert on <a href=\"https:\/\/www.linkedin.com\/in\/robert-shore-01494059\/\" target=\"_blank\" rel=\"noreferrer noopener\">LinkedIn<\/a>.<\/p>\n<\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>We look at the proposed changes to the right to make a flexible working request under the Employment Rights Bill.<\/p>\n","protected":false},"author":11,"featured_media":10436,"comment_status":"closed","ping_status":"closed","template":"wp-custom-template-new-resources","categories":[53],"tags":[102],"topic":[59,32],"class_list":["post-10167","resources","type-resources","status-publish","has-post-thumbnail","hentry","category-c-and-i","tag-employment-rights-act","topic-employment-law-updates","topic-flexible-working"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v28.3 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