Under new workers’ rights, employers will have to ‘properly consider’ proposed shift changes and explain decisions. Company bosses will have to sit down with workers who request flexible working and justify their reasons for any refusals under new rights announced by Louise Haigh.
What Happened
At the TUC conference in Brighton, Louise Haigh announced strengthened rules on flexible working. The new regulations mark a significant step in protecting workers’ ability to balance professional responsibilities with personal life demands.
Haigh emphasized that life is not always neat—there are unexpected responsibilities such as childcare, family emergencies, or personal health needs. These situations often require flexibility, and the new rules ensure that employers do not dismiss such requests without proper engagement.
Key Facts
- Employers must sit down with employees who request flexible working.
- Any refusal must be justified through a face-to-face discussion, with clear and reasoned explanations provided.
- Current law already grants employees a right to request flexible working, but only requires a ‘reasonable’ consideration.
- The new rules aim to ensure transparency, accountability, and fairness in how workplace decisions are made.
- These changes apply to all employees, regardless of job type, sector, or seniority.
- The rules are part of a broader effort to modernize UK employment law and reflect evolving workplace realities.
How It Works
Under current employment law, workers have a legal right to request flexible working. Employers must consider such requests in a ‘reasonable manner’—a standard that has long been interpreted as allowing discretion.
The new regulations go further: they require a formal, face-to-face meeting between the employee and employer. This ensures that both parties have the opportunity to discuss the request, understand each other’s constraints, and jointly evaluate feasibility.
If the employer decides to refuse the request, they must provide a clear, documented explanation that addresses specific concerns such as operational impact, staffing needs, or job performance.
Why It Matters
Flexible working supports work-life balance, especially for parents, caregivers, and individuals with unexpected responsibilities. It allows people to manage personal obligations without sacrificing their careers.
Haigh stressed that while not every role can be adapted to remote or flexible hours, every request should be treated with respect and seriousness.
Background and Context
Haigh praised trade unions for their long-standing advocacy of workers’ rights, including reforms to sick pay, parental leave, and zero-hours contracts. She noted that these changes have had a lasting impact on working lives, benefiting not just current employees but future generations.
Limitations and Open Questions
Not every job can be done remotely or adapted to flexible hours. For example, roles in manufacturing, emergency services, or on-site operations may face practical constraints.
Employers may face operational challenges in adjusting schedules or staffing, particularly during peak periods or in high-demand industries.
The rules do not define what constitutes a ‘reasonable’ request or how such meetings will be enforced, leaving room for interpretation and potential disputes.
What to Watch Next
Legal experts will assess how courts interpret the new requirements. Trade unions and employer groups may challenge implementation in specific industries.
Monitoring how the rules apply in real workplaces will be essential to understand their impact on employee satisfaction, retention, and business operations.
For more on flexible working and employment law, see the original report from The Guardian.
Sources & further reading
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