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Flexible working

Ensuring that you have the relevant policies and procedures in place to avoid any pitfalls

Although flexible and agile working have been buzzwords in employment law for a few years now, the pandemic has forced it onto the agenda of all organisations, whatever their size, structure, sector or location.

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Flexible working

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Flexible working is the future of the workplace.

Despite the lockdowns and restrictions placing unprecedented demands on both employers and employees, many have adapted very well and are now looking to continue with a more hybrid working model, despite the end of the restrictions.

As well as the obvious benefits to both employers and employees of continuing to combine working from home with going into the office and more flexible hours, there are employment law and other legal implications that employers will need to consider.

Each organisation’s requirements will be slightly different and Collyer Bristow’s employment team can work with you to ensure that you have the relevant policies and procedures in place to avoid any pitfalls. Unlike other law firms we do not offer a ‘one-size-fits-all’ Hybrid working package but can provide you with bespoke guidance that suits your specific needs, including:

  • Managing requests for flexible working and managing a remote workforce.
  • Guidance on how to implement changes to employment contracts in ways that minimise litigation risk.
  • How to avoid redundancies and practical methods to reduce expenditure, and how to manage redundancies and restructures which are unavoidable.
  • Handling sickness and unauthorised absences, and the effects of ‘long Covid’ on your workforce.
  • Data protection issues, particularly around monitoring and recording vaccination status, testing results and sickness.
  • Key managerial training including managing internal procedures whilst still working remotely, and dealing with inter-staff conflicts.

A reform of flexible working regulations

On 23 September the government opened a consultation to take views from individuals and businesses on its proposals to reform flexible working regulations. The government is consulting on five proposals which generally are designed to make flexible working the default for most. The consultation closed on 01 December 2021. The government states it is still analysing responses and is yet to publish its findings. It’s therefore not likely that any changes will be introduced for some time.

Meanwhile, the existing flexible working regulations remain in force, and businesses are being encouraged by the government to accept flexible working.

Employee expectations to work flexible and agilely have exploded and nearly half of all employers are reported to offer flexible working in 2021.

Support for employees

We advise employees on how to make statutory requests for flexible working and what your rights are if your employer unreasonably refuses a request or doesn’t respond within the decision period.

We can assist with preparing a formal request; guide you through the process; and where requests are not accepted by employers, assist you with submitting an appeal, grievance or Employment Tribunal claim if necessary.

We can also advise your flexible working rights as a parent or if you require reasonable adjustments.

For the latest updates on hybrid working listen to our Employment podcasts and read our articles.

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Flexible working insights

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    Flexible working

    Flexible working

    Flexible working

    Ensuring that you have the relevant policies and procedures in place to avoid any pitfalls

    Although flexible and agile working have been buzzwords in employment law for a few years now, the pandemic has forced it onto the agenda of all organisations, whatever their size, structure, sector or location.

    • The Team

      Our lawyers have the expertise and experience to provide you with creative, personalised solutions in a clear and understandable way.

      ArrowMeet the team

    • Our Publications

      Discover a wealth of invaluable guidance in the form of guides and brochures written by our expert lawyers.

      ArrowSee our downloads

    Flexible working is the future of the workplace.

    Despite the lockdowns and restrictions placing unprecedented demands on both employers and employees, many have adapted very well and are now looking to continue with a more hybrid working model, despite the end of the restrictions.

    As well as the obvious benefits to both employers and employees of continuing to combine working from home with going into the office and more flexible hours, there are employment law and other legal implications that employers will need to consider.

    Each organisation’s requirements will be slightly different and Collyer Bristow’s employment team can work with you to ensure that you have the relevant policies and procedures in place to avoid any pitfalls. Unlike other law firms we do not offer a ‘one-size-fits-all’ Hybrid working package but can provide you with bespoke guidance that suits your specific needs, including:

    • Managing requests for flexible working and managing a remote workforce.
    • Guidance on how to implement changes to employment contracts in ways that minimise litigation risk.
    • How to avoid redundancies and practical methods to reduce expenditure, and how to manage redundancies and restructures which are unavoidable.
    • Handling sickness and unauthorised absences, and the effects of ‘long Covid’ on your workforce.
    • Data protection issues, particularly around monitoring and recording vaccination status, testing results and sickness.
    • Key managerial training including managing internal procedures whilst still working remotely, and dealing with inter-staff conflicts.

    A reform of flexible working regulations

    On 23 September the government opened a consultation to take views from individuals and businesses on its proposals to reform flexible working regulations. The government is consulting on five proposals which generally are designed to make flexible working the default for most. The consultation closed on 01 December 2021. The government states it is still analysing responses and is yet to publish its findings. It’s therefore not likely that any changes will be introduced for some time.

    Meanwhile, the existing flexible working regulations remain in force, and businesses are being encouraged by the government to accept flexible working.

    Employee expectations to work flexible and agilely have exploded and nearly half of all employers are reported to offer flexible working in 2021.

    Support for employees

    We advise employees on how to make statutory requests for flexible working and what your rights are if your employer unreasonably refuses a request or doesn’t respond within the decision period.

    We can assist with preparing a formal request; guide you through the process; and where requests are not accepted by employers, assist you with submitting an appeal, grievance or Employment Tribunal claim if necessary.

    We can also advise your flexible working rights as a parent or if you require reasonable adjustments.

    For the latest updates on hybrid working listen to our Employment podcasts and read our articles.

    Flexible working insights

    View all insights

    Need some more information? Make an enquiry below.

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