Flexible working
Flexible working

The following Employment practice note provides comprehensive and up to date legal information covering:

  • Flexible working
  • Effect of coronavirus (COVID-19) pandemic
  • Benefits and challenges of working from home
  • Effect of coronavirus pandemic on flexible working requests
  • Requests outside the statutory scheme
  • Who is eligible to make a statutory request
  • Agency workers
  • Armed forces
  • Flexible working patterns available under the statutory scheme
  • Making a statutory request
  • More...

IP COMPLETION DAY: 11pm (GMT) on 31 December 2020 marks the end of the Brexit transition/implementation period entered into following the UK’s withdrawal from the EU. At this point in time (referred to in UK law as ‘IP completion day’), key transitional arrangements come to an end and significant changes begin to take effect across the UK’s legal regime. This document contains guidance on subjects impacted by these changes. Before continuing your research, see Practice Note: Brexit and IP completion day—implications for employment lawyers.

Coronavirus (COVID-19): The Employment Rights Act 1996 (Coronavirus, Calculation of a Week’s Pay) Regulations 2020 (Week’s Pay Amendment Regs 2020), SI 2020/814, which provide (among other things) that any compensation for breach of the right to request flexible working payable to an employee who has been furloughed under the Coronavirus Job Retention Scheme (CJRS) is calculated on the basis of their normal wages, rather than a reduced furlough rate, are considered in Practice Note: Coronavirus Job Retention Scheme—right to statutory redundancy and other termination payments. See also: Effect of coronavirus (COVID-19) pandemic, below.

An employee with at least 26 weeks' continuous service (see: Who is eligible to make a statutory request, below) has the statutory right under section 80F of the Employment Rights Act 1996 (ERA 1996) to make an application or request to their employer for flexible

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