Flexible Working Policy Compliance Check

Why this matters

Since April 2024, the right to request flexible working is a “day one” right — employees no longer need 26 weeks of service before they can ask. Employers must respond within two months (down from three), must consult with the employee before refusing a request, and can no longer require employees to explain how they think the change might affect the business. Employees can also now make two flexible working requests in any 12-month period, up from one.

Flexible working requests cover far more than just working from home — they include changes to hours, days worked, start and finish times, compressed hours, job sharing, and place of work. Employers can still refuse requests, but only on one of eight specific business grounds set out in law, and must follow a fair process. Getting this wrong — refusing without proper consultation, missing the response deadline, or refusing on grounds not in the legal list — can lead to an employment tribunal claim.

What you'll need

• Your current flexible working policy, if you have one
• Examples of recent flexible working requests and how they were handled
• Your process for responding to requests

What you'll get

A personalised compliance report covering: a score out of 100, an executive summary, a list of findings ranked by severity, and a prioritised action plan with timeframes.