Workers unaware of changes in the law on flexible working requests
Employment experts in the North West are urging people to make sure they're up to date with upcoming changes
Most workers are not aware of a change in the law making it easier for them to request flexible working, new research has suggested.
A survey of 1,000 employees by the conciliation service Acas found seven out of 10 did not know about the change coming into force on April 6.
A separate survey of 1,000 employers found that two out of five were also unaware of the law change.
Staff who have worked for their employer for 26 weeks or more currently have the right to ask if they can work flexibly, but the change in the law will make this a right that applies from the first day of employment.
Adam Pennington is from Wigan based Stephensons Solicitors, he says the change could be a huge positive for workers: "It allows employees more autonomoy over thier working arrangements.
"Some companies my find that results in a greater degree of engagement from them and of course for the employee it may result in a better work life balance and decreased levels of stress."
Adam added: "A huge degree of sickness absence tends to revolve around mental health issues.
"What we find is that where there is a work around, allowing that flexibility in that working pattern increases employee engagement and results in fewer sickness absences being recorded."
Acas chief executive Susan Clews said: "Our new findings reveal that most employees and more than two in five employers are unaware of the new upcoming law changes to flexible working.
"These new changes will be coming into force next week and it is important for bosses and staff to be prepared. Flexible working can bring many benefits in workplaces and the starting position should be to consider what may be possible.
"Acas has prepared a new statutory code of practice that will come into effect on April 6, which addresses the changes and sets out good practice on flexible working requests."
The code of practice includes information on who should be allowed to accompany an employee at meetings to discuss a flexible working request, the need for transparency about reasons for rejecting a request and making it clear that employers should proactively offer an appeal where a request has been rejected.