As the way we work continues to evolve, 2025 has brought with it significant changes to flexible working legislation.
These changes affect how employers manage requests for flexibility – and understanding them is essential to remaining compliant and fostering a positive workplace culture.
At Elcons, we’re here to break down these updates and explain exactly what employers need to know.
What has changed?
Under the new legislation introduced in April 2025, key changes to flexible working rights include:
- Day One rights
Employees now have the right to request flexible working from their very first day of employment, rather than waiting 26 weeks as previously required. This has major implications for recruitment and onboarding processes. - Increased number of requests
Employees can now make two requests for flexible working within a 12-month period, doubling the previous allowance of one. - Faster response times
Employers are now required to respond to requests within two months, down from three months, including any appeal process. - Removal of requirement to explain impact
Employees are no longer required to explain the potential impact of their flexible working request on the business or suggest how this impact could be managed – placing more emphasis on the employer to carefully consider the request.
What counts as flexible working?
Flexible working can cover a wide range of arrangements, including:
- Hybrid or remote working
- Compressed hours
- Job sharing
- Flexible start and finish times
- Part-time work
- Annualised hours
What employers need to do
- Update policies and contracts
Review your flexible working policy and ensure it reflects the 2025 changes. Update employment contracts and handbooks accordingly. - Train line managers
Line managers are often the first point of contact for flexible working requests. Provide training so they can handle these requests fairly, lawfully, and with consistency. - Consider requests carefully
While employers still have the right to refuse requests for valid business reasons, each request must be considered reasonably and without bias. Legitimate grounds for refusal remain, such as the burden of additional costs, impact on quality or performance, or inability to reorganise work. - Document everything
Keep thorough records of requests, discussions, decisions, and reasoning to protect your business should any disputes arise. - Foster a culture of openness
These legislative changes reflect broader shifts in workplace expectations. Encouraging flexible working, where possible, can boost morale, increase retention and attract top talent.
How Elcons can help
The new rules present both opportunities and challenges for employers. At Elcons, we support businesses with:
- Reviewing and updating flexible working policies
- Providing bespoke advice on handling requests
- Supporting dispute resolution if disagreements occur
- Offering training for managers and HR teams
We help ensure your business stays compliant while building a positive, modern workplace culture that supports both business goals and employee wellbeing.
Need advice?
📞 If you need help adapting to these changes, get in touch with the Elcons team today: 0800 014 9595
