{"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&p=10167"},"modified":"2026-03-19T09:57:27","modified_gmt":"2026-03-19T09:57:27","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
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by Robert Shore,<\/strong> HR Markets Insights Editor<\/p>\n\n\n\n

What is changing?<\/h2>\n\n\n\n

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

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 – e.g. invite them to a meeting to discuss it – before rejecting the request.<\/p>\n\n\n\n

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Latest on-demand webinar<\/p>\n\n\n\n

October harassment law changes<\/h3>\n\n\n\n

Aired:<\/strong>\u00a0Wednesday 17 June 2026
Duration:<\/strong>\u00a060mins<\/p>\n\n\n\n

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

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Watch now<\/a><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n

There are currently eight valid business reasons for refusing a flexible working request. They are:<\/p>\n\n\n\n