{"id":92617,"date":"2023-02-09T17:20:55","date_gmt":"2023-02-09T15:20:55","guid":{"rendered":"https:\/\/factorialhr.com\/blog\/?p=92617"},"modified":"2026-03-27T13:29:40","modified_gmt":"2026-03-27T11:29:40","slug":"changes-to-flexi-working-laws","status":"publish","type":"post","link":"https:\/\/factorialhr.co.uk\/blog\/changes-to-flexi-working-laws\/","title":{"rendered":"Flexible Working Laws 2025: An Employer&#8217;s Guide"},"content":{"rendered":"<div class=\"flex-shrink-0 flex flex-col relative items-end\">\n<div class=\"pt-0\">\n<div class=\"gizmo-bot-avatar flex h-8 w-8 items-center justify-center overflow-hidden rounded-full\"><\/div>\n<\/div>\n<\/div>\n<article class=\"text-token-text-primary w-full focus:outline-none [--shadow-height:45px] has-data-writing-block:pointer-events-none has-data-writing-block:-mt-(--shadow-height) has-data-writing-block:pt-(--shadow-height) [&amp;:has([data-writing-block])&gt;*]:pointer-events-auto [content-visibility:auto] supports-[content-visibility:auto]:[contain-intrinsic-size:auto_100lvh] scroll-mt-[calc(var(--header-height)+min(200px,max(70px,20svh)))]\" dir=\"auto\" tabindex=\"-1\" data-turn-id=\"110905c2-8981-4a4f-87cc-742216ab58cc\" data-testid=\"conversation-turn-8\" data-scroll-anchor=\"true\" data-turn=\"assistant\">\n<div class=\"text-base my-auto mx-auto pb-10 [--thread-content-margin:--spacing(4)] thread-sm:[--thread-content-margin:--spacing(6)] thread-lg:[--thread-content-margin:--spacing(16)] px-(--thread-content-margin)\">\n<div class=\"[--thread-content-max-width:40rem] thread-lg:[--thread-content-max-width:48rem] mx-auto max-w-(--thread-content-max-width) flex-1 group\/turn-messages focus-visible:outline-hidden relative flex w-full min-w-0 flex-col agent-turn\" tabindex=\"-1\">\n<div class=\"flex max-w-full flex-col grow\">\n<div class=\"min-h-8 text-message relative flex w-full flex-col items-end gap-2 text-start break-words whitespace-normal [.text-message+&amp;]:mt-1\" dir=\"auto\" data-message-author-role=\"assistant\" data-message-id=\"c84225f0-9fac-4bb0-a978-6e942abc9055\" data-message-model-slug=\"gpt-5-thinking\">\n<div class=\"flex w-full flex-col gap-1 empty:hidden first:pt-[1px]\">\n<div class=\"markdown prose dark:prose-invert w-full break-words light markdown-new-styling\">\n<p data-start=\"34\" data-end=\"493\">Effective <strong>April 2024<\/strong>, the UK strengthened <strong>flexi-working laws<\/strong>, reshaping how employers manage work patterns. Flexible working gives employees more control over when and where they work. Additionally, it supports wellbeing, work-life balance, engagement, and productivity &#8211; all signs of a successful organisation. With growing demand for day-one flexibility, the new rules give workers greater say in their hours and location. These changes to UK employers&#8217; flexi-working laws will influence how organisations operate and compete in the years ahead.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/article>\n<div class=\"factorial-newsletter-widget\"><div class='fac-newsletter-banner ' id=\"newsletter-section\">\n  <div class='fac-newsletter-banner__content'>\n    <div class=\"fac-newsletter-banner_heading-container\">\n      <h4 class='fac-newsletter-banner__title'>Get insights into the workplace and the resources to help you thrive in it<\/h4>    <\/div>\n    <form class=\"fac-newsletter-banner__form\">\n      <div class=\"fac-newsletter-banner__input-button-container\">\n        <label for=\"newsletter-input\" class=\"fac-newsletter-banner__container\">\n          <div class=\"fac-newsletter-banner__input-wrapper\">\n            <div class=\"fac-newsletter-banner__icon\">\n              <svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" class=\"fac-newsletter-banner__icon-svg\">\n                <path d=\"M4 8a2 2 0 0 1 2-2h12a2 2 0 0 1 2 2v8a2 2 0 0 1-2 2H6a2 2 0 0 1-2-2V8Zm12.586 0H7.414l3.879 3.879a1 1 0 0 0 1.414 0L16.586 8ZM6 9.414V16h12V9.414l-3.879 3.879a3 3 0 0 1-4.242 0L6 9.414Z\"><\/path>\n              <\/svg>\n            <\/div>\n            <input id=\"newsletter-input\" class=\"fac-newsletter-banner__input\" type=\"email\" required name=\"api_qualification_entry[contact_email]\" placeholder=\"What\u2019s your email?\">\n            <input\n              type=\"hidden\"\n              name=\"api_qualification_entry[subscribed_to_factorial_newsletter]\"\n              value=\"true\" \/>\n            <input type=\"hidden\" name=\"api_qualification_entry[gdpr_tos]\" value=\"true\" \/>\n            <input type=\"hidden\" name=\"api_qualification_entry[iso_country]\" value=\"gb\" \/>\n            <input type=\"hidden\" name=\"locale\" value=\"en-GB\" \/>\n            <input type=\"hidden\" name=\"api_qualification_entry[marketing_form_campaign]\" value=\"blog_newsletter\" \/>\n          <\/div>\n          <div class=\"fac-newsletter-banner__button-wrapper fac-newsletter-banner__button-wrapper--desktop\">\n            <button type=\"submit\" class=\"fac-newsletter-banner__button\">\n              <span>Subscribe<\/span>\n            <\/button>\n          <\/div>\n        <\/label>\n        <div class=\"fac-newsletter-banner__button-wrapper fac-newsletter-banner__button-wrapper--mobile\">\n          <button type=\"submit\" class=\"fac-newsletter-banner__button\">\n            <span>Subscribe<\/span>\n          <\/button>\n        <\/div>\n      <\/div>\n      <p class='fac-newsletter-banner__consent'>\n        By entering your email and clicking &quot;Subscribe&quot;, you agree to receive newsletters and marketing emails from EVERYDAY SOFTWARE, S.L. (Factorial). See our <a href='\/privacy-policy'>Privacy Policy<\/a> for details on data use, GDPR rights, and how to withdraw consent.      <\/p>\n    <\/form>\n  <\/div>\n  <div class='fac-newsletter-banner_feedback fac-newsletter-banner-is-hidden'>\n    <h4 class='fac-newsletter-banner_feedback__title'>Subscription Confirmed!<\/h4>    <p class='fac-newsletter-banner_feedback__subtitle'>Stay tuned! From now on, you will receive the latest news in your inbox!<\/p>\n  <\/div>\n  <div class='fac-newsletter-banner_error fac-newsletter-banner-is-hidden'>\n    <p class='text-sm text-red-600'>Something went wrong. Please try again.<\/p>\n  <\/div>\n<\/div>\n\n\n<script>\n  {\n    let eventCategory = \"newsletter-banner\"\n    let formNewsletter = document.querySelector(\".fac-newsletter-banner__form\");\n    let newsletterContainer = formNewsletter.closest(\".fac-newsletter-banner__content\");\n    let feedbackNewsletter = document.querySelector(\".fac-newsletter-banner_feedback\");\n    let errorNewsletter = document.querySelector(\".fac-newsletter-banner_error\");\n    let marketingFormCampaign = formNewsletter.querySelector(\n      'input[name=\"api_qualification_entry[marketing_form_campaign]\"]'\n    ).value\n    const submitButton = formNewsletter.querySelector(\"button[type='submit']\");\n\n    if (formNewsletter) {\n      const callback = (entries, observer) => {\n        entries.forEach((entry) => {\n          if (entry.isIntersecting) {\n            window.GoogleAnalytics.trackEvent({\n              action: 'viewed_newsletter_form',\n              category: eventCategory,\n              label: marketingFormCampaign,\n              isoCode: \"gb\"\n            })\n          }\n        });\n      };\n      const observer = new IntersectionObserver(callback, {});\n      observer.observe(document.querySelector(\".fac-newsletter-banner\"));\n\n      formNewsletter.onsubmit = (e) => {\n        if (formNewsletter.checkValidity()) {\n          e.preventDefault();\n          submitButton.disabled = true\n\n          window.onSubscribeNewsletter({\n            onSuccess: () => {\n              newsletterContainer.classList.add('fac-newsletter-banner-is-hidden');\n              feedbackNewsletter.classList.add('fac-newsletter-banner-is-visible');\n              errorNewsletter.classList.remove('fac-newsletter-banner-is-visible');\n              errorNewsletter.classList.add('fac-newsletter-banner-is-hidden');\n            },\n            onError: (e) => {\n              console.error(\"error\", e);\n              errorNewsletter.classList.remove('fac-newsletter-banner-is-hidden');\n              errorNewsletter.classList.add('fac-newsletter-banner-is-visible');\n              submitButton.disabled = false;\n            },\n            eventCategory\n          })(e);\n        }\n      };\n    }\n  }\n<\/script>\n\n<\/div>\n<h2>UK Flexi-Working Overview<\/h2>\n<p><span style=\"font-weight: 400;\">Under UK legislation, flexible working is defined as any arrangement that differs from the traditional 9-5 working hours. <strong>Types of flexi-work<\/strong> could include:<\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><strong>Job Sharing<\/strong>: A job that is split between two people.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><strong>Working from Home<\/strong>: The ability to perform work from a location other than the office.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><strong>Part-time<\/strong>: Working fewer hours than a full-time schedule.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><strong>Compressed Hours<\/strong>: Full-time hours condensed into a shorter time frame.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><strong>Flexitime<\/strong>: Employees select their own start and end times within set boundaries.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><strong>Annualised Hours<\/strong>: A set number of hours to be worked over the year, with some schedule flexibility.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><strong>Staggered Hours<\/strong>: Individualised start, finish and break times.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><strong>Phased Retirement<\/strong>: Older workers can choose to gradually reduce their hours before retirement.<\/span><\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">In this post, we will explore the <strong>why, what and how of flexi-working<\/strong> and what the currents regulations could mean for you as an employer.<\/span><\/p>\n<h2><b>Flexible Working Laws in 2025\u00a0\u00a0<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">In December 2022, the government confirmed they will introduce legislation giving people the right to request<strong> flexible work<\/strong> from day one. This is a significant victory for advocates of a fairer and stronger job market and is mutually beneficial for employers and staff. An additional update to flexi-working took effect in April 2024. Essentially<\/span>, the new <a href=\"https:\/\/bills.parliament.uk\/bills\/3198\" target=\"_blank\" rel=\"noreferrer noopener\">Employment Rights Bill (Flexible Working)<\/a> modified the regulations, meaning:<\/p>\n<ul>\n<li>Employees can make a flexible working request <strong>twice<\/strong> every 12 months (previously this was one).<\/li>\n<li>Employers need to respond to each request within <strong>two months <\/strong>(previously this was two).<\/li>\n<li>If employers are rejecting a request, they <strong>must discuss the reasoning behind the decision<\/strong> with the employee as well as the impact that their flexi-working could have on the company and how this could be limited.<\/li>\n<li>Employees <strong>will no longer be required to have at least 26 weeks&#8217; service<\/strong> to be entitled to make a flexible working request.<\/li>\n<\/ul>\n<p><img decoding=\"async\" class=\"aligncenter wp-image-92624\" src=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/02\/09170510\/Image111.jpg\" alt=\"flexi-work\" width=\"656\" height=\"418\" srcset=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/02\/09170510\/Image111.jpg 512w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/02\/09170510\/Image111-300x191.jpg 300w\" sizes=\"(max-width: 656px) 100vw, 656px\" \/><b><\/b><\/p>\n<p><span style=\"font-weight: 400;\">Adopting this new legislation is critical to the government\u2019s overall aim to build a <strong>more productive, efficient and flexible workforce<\/strong>. Offering flexible work options from day one of employment should give flexi workers more control over their schedules and allow them to balance their professional and personal commitments better. The change was also seen as a way to make the UK more attractive to global talent.\u00a0<\/span><\/p>\n<h2><b>How To Effectively Manage a Flexi-Working Team<\/b><\/h2>\n<h3><b>Define Policies and Guidelines<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">It&#8217;s important to have clear policies and guidelines in place for flexible working. This includes the types of flexible arrangements that are allowed, the process for applying and the rules for taking time off. These policies should be written in a clear and concise manner and should be communicated to all people.<\/span><\/p>\n<h3><b>Encourage Open Communication\u00a0<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Flexible working arrangements can be confusing and disruptive, so it&#8217;s important to have open and regular communication between teams, managers and HR. The way management interacts with people sets the tone for the working environment. People should feel comfortable discussing their flexible working arrangements with their managers and HR, and managers should be able to ask questions and provide guidance.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Ensure there is open, honest communication in the workplace by remaining empathetic and creating opportunities for discussion. This way, people will be <\/span><a href=\"https:\/\/factorialhr.co.uk\/blog\/employee-empowerment\/\"><span style=\"font-weight: 400;\">empowered<\/span><\/a><span style=\"font-weight: 400;\"> to speak their minds and will have channels available to them to do so.\u00a0\u00a0<\/span><\/p>\n<p><a href=\"https:\/\/factorialhr.co.uk\/templates\/remote-work-policy-checklist\"><img decoding=\"async\" class=\"aligncenter wp-image-92627\" src=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/02\/09171313\/ENG_Blog_banner_Remote-Work-Policy-1_11zon.jpg\" alt=\"remote-work-policy\" width=\"796\" height=\"273\" srcset=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/02\/09171313\/ENG_Blog_banner_Remote-Work-Policy-1_11zon.jpg 1000w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/02\/09171313\/ENG_Blog_banner_Remote-Work-Policy-1_11zon-300x103.jpg 300w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/02\/09171313\/ENG_Blog_banner_Remote-Work-Policy-1_11zon-768x263.jpg 768w\" sizes=\"(max-width: 796px) 100vw, 796px\" \/><\/a><\/p>\n<h3><b>Offer Tech Solutions<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">People are hungry for tech advancement in the workplace to make flexible working arrangements more efficient.\u00a0 It&#8217;s important to have the right technology in place, including remote access to company systems, collaboration tools and <\/span><a href=\"https:\/\/factorialhr.co.uk\/blog\/digital-onboarding\/\"><span style=\"font-weight: 400;\">digital onboarding<\/span><\/a><span style=\"font-weight: 400;\">. Make sure people are well-equipped and have sufficient IT support, no matter where they are working from.<\/span><\/p>\n<h3><b>Build Trust\u00a0<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Flexible working arrangements are based on <strong>trust between people and managers<\/strong>. Employers need to trust that people will work effectively and productively. Employees need to trust that their managers will support their flexible arrangements. Encourage a culture of honesty by setting clear expectations, providing regular feedback, and recognising and rewarding good work.<\/span><\/p>\n<h3><b>Monitor and Evaluate<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">It&#8217;s important to reflect on the success of flexible working arrangements. This could mean regular check-ins with teams, surveys to gather feedback and data analysis to determine if the programme is meeting its goals. Use the results of these evaluations to make adjustments and improvements over time.<\/span><\/p>\n<h2><b><a id=\"flex\"><\/a>Flexi-Work Benefits for Employees\u00a0<\/b><\/h2>\n<h3><b>Improved Work-Life Balance<\/b><\/h3>\n<p><span style=\"font-weight: 400;\"><strong>Employee well-being<\/strong> has been a running topic in employment for many years. With increasing public awareness of <\/span><a href=\"https:\/\/factorialhr.co.uk\/blog\/coping-mechanisms-for-stress-and-anxiety-at-work\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">work-related stress and anxiety<\/span><\/a><span style=\"font-weight: 400;\">,<\/span><span style=\"font-weight: 400;\"> flexible working can lead to work schedules that suit individual needs and preferences. This can help people to achieve a better balance between work and other responsibilities, reducing stress and improving overall well-being.<\/span><\/p>\n<p><img decoding=\"async\" class=\"aligncenter wp-image-92625\" src=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/02\/09170905\/Q3_Brand_01_11zon-1024x576.jpg\" alt=\"flexi-work\" width=\"776\" height=\"437\" srcset=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/02\/09170905\/Q3_Brand_01_11zon-1024x576.jpg 1024w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/02\/09170905\/Q3_Brand_01_11zon-300x169.jpg 300w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/02\/09170905\/Q3_Brand_01_11zon-768x432.jpg 768w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/02\/09170905\/Q3_Brand_01_11zon-1536x864.jpg 1536w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/02\/09170905\/Q3_Brand_01_11zon-2048x1152.jpg 2048w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/02\/09170905\/Q3_Brand_01_11zon-688x388.jpg 688w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/02\/09170905\/Q3_Brand_01_11zon-1456x820.jpg 1456w\" sizes=\"(max-width: 776px) 100vw, 776px\" \/><\/p>\n<h3><b>Increased Productivity<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Interestingly, the more trust people are given to do work, the better they are at it. <\/span><a href=\"https:\/\/www.embopress.org\/doi\/full\/10.15252\/embr.201847435\"><span style=\"font-weight: 400;\">Research<\/span><\/a><span style=\"font-weight: 400;\"> has shown that people who are given the opportunity to work flexibly are often more productive, as they are able to \u201cpersonalise\u201d the way they work according to their availability and time. This can lead to <strong>increased motivation and job satisfaction<\/strong> which will be reflected in their output.<\/span><\/p>\n<h3><b>Reduced Commuting<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Commuting can be a costly pain for many. Flexible working arrangements can reduce the need for people to commute to a central workplace, saving time and reducing stress. This can also help to reduce environmental impact and lower transportation costs.<\/span><\/p>\n<h3><b>Stronger Career Progression<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Being trusted to work as you like and deliver as you like can make people want to contribute and succeed more. Freedom in the workplace can also lead to <\/span><a href=\"https:\/\/www.businessnewsdaily.com\/609-employee-freedom-breeds-loyalty-commitment.html\"><span style=\"font-weight: 400;\">better workplace commitment and loyalty<\/span><\/a><span style=\"font-weight: 400;\">. In turn, people have better chances for <strong>career progression<\/strong>. Similarly, flexible working arrangements can help people to progress in their careers, as they are able to take on additional responsibilities while balancing other commitments. This can lead to increased job satisfaction and a sense of personal fulfilment.<\/span><\/p>\n<h3><b>Access to More Job Opportunities<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Flexible working can also increase access to job opportunities, as people are able to work from a location that is convenient for them. This can help to eliminate geographical barriers and provide access to a wider range of job opportunities.<\/span><\/p>\n<h2><b>Flexi-Work Benefits For Employers<\/b><\/h2>\n<h3><b>Competitive Advantage<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Flexible working arrangements have been shown to increase people\u2019s productivity &#8211; but what does this mean for the employers? A more productive workforce can improve employee morale by increasing motivation and job satisfaction, as well as increasing company revenue. This will provide organisations with a <strong>competitive advantage<\/strong> over other businesses as they are generating more with the same resources.<\/span><\/p>\n<h3><b>Improved Finances<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Unhappy people can pose a heavy financial cost to employers through <\/span><span style=\"font-weight: 400;\">absenteeism<\/span><span style=\"font-weight: 400;\">, resignations and low productivity. Flexi-working could be used as a means to keep employees satisfied with their working environment, resulting in<strong> longer tenures<\/strong>. Similarly, by allowing people to work from home or have flexible hours, employers can reduce their <strong>overhead costs<\/strong>, such as office rent, utilities and other facility costs.<\/span><\/p>\n<h3><b>Attraction and Retention of Talent<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">People may quit their jobs for various reasons. In today\u2019s world, a rigid environment is likely to be one of them. Flexible working arrangements can be a valuable benefit for people and can be used to <strong>attract and retain talent<\/strong> in a competitive job market. Offering flexible working can help employers to compete for top talent and reduce the risk of <\/span><a href=\"https:\/\/factorialhr.co.uk\/blog\/high-turnover-rate\/\"><span style=\"font-weight: 400;\">high turnover.<\/span><\/a><\/p>\n<h2><b>Challenges of Flexi-Work<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Every rose has its thorns. With the many benefits of flexi-working, there are also some potential drawbacks you might need to consider. Ensuring that people are able to work <strong>effectively<\/strong> and <strong>collaboratively<\/strong> in flexi-working environments poses a challenge. Although it isn\u2019t entirely impossible, this requires a strong culture of trust, effective communication, and well-designed processes and systems.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Another challenge is the need to ensure that people are able to manage their time effectively and that they are not overworked or over-stressed. Although flexi-working can be a great opportunity for work-life balance, it also can blur the lines between work and personal time, and it is important that people are able to switch off from work and recharge their batteries.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Nonetheless, there is no doubt that flexi-working is here to stay, and that it will continue to play an increasingly important role in the future of work. To ensure that the benefits of flexi-working are fully realised, it is essential that businesses provide the right support, resources and training to help people make the most of this new working model.<\/span><\/p>\n<div class=\"factorial-banner inline-banner banner-demo category-hr-tips\"\n    data-banner-id=\"167129\"\n    data-banner-type=\"demo\"\n    data-category=\"HR Tips\">\n    <div class=\"banner-content\">\n        <div class=\"banner-text\">\n                            <h4>Want see more of Factorial?<\/h4>\n            \n                            <ul class=\"banner-checklist\">\n                                                                        <li class=\"not-prose\">Automate your workflows<\/li>\n                                                                                                <li class=\"not-prose\">Save time &amp; effort<\/li>\n                                                                                                <li class=\"not-prose\">Centralise HR &amp; finance with one platform<\/li>\n                                                            <\/ul>\n            \n                            <a href=\"https:\/\/factorialhr.co.uk\/request-demo\"\n                    class=\"factorial-cta-button not-prose demo btn-brand\" data-cta=\"demo\" data-cta-position=\"inline-banner\">\n                    Get a demo                <\/a>\n                    <\/div>\n\n        <div class=\"banner-image has-image\">\n            <img decoding=\"async\" src=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2025\/09\/01114707\/Discover-banner-factorial-laptop.png\" class=\"not-prose\" \/>\n        <\/div>\n    <\/div>\n<\/div>\n<h2>Flexi-Working Regulations FAQs<\/h2>\n<p data-start=\"2433\" data-end=\"2482\"><strong data-start=\"2433\" data-end=\"2482\">How do I implement a flexible working policy?<\/strong><\/p>\n<p data-start=\"2488\" data-end=\"2702\">To implement a flexible working policy, define clear guidelines, ensure compliance with legal requirements, and communicate these to your team. Tools like Factorial&#8217;s PTO tracker can streamline the process.<\/p>\n<p data-start=\"132\" data-end=\"204\"><strong data-start=\"132\" data-end=\"204\">What are the new UK flexible working regulations introduced in 2024?<\/strong><\/p>\n<p data-start=\"210\" data-end=\"676\">Effective from April 2024, the UK introduced significant updates to flexible working laws. Employees now have the right to request flexible working from day one of their employment, without the previous requirement of 26 weeks of service. Additionally, employees can make two requests for flexible working every 12 months, and employers must respond within two months, up from the previous two months for one request<\/p>\n<p data-start=\"1197\" data-end=\"1262\"><strong data-start=\"1197\" data-end=\"1262\">Can employees in the UK request flexible working at any time?<\/strong><\/p>\n<p data-start=\"1268\" data-end=\"1565\">Yes, since April 2024, employees in the UK can request flexible working arrangements from day one of their employment, which marks a significant shift from the previous policy that required at least 26 weeks of service before making such a request<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Effective April 2024, the UK strengthened flexi-working laws, reshaping how employers manage work patterns. Flexible working gives employees more control over when and where they work. Additionally, it supports wellbeing, work-life balance, engagement, and productivity &#8211; all signs of a successful organisation. With growing demand for day-one flexibility, the new rules give workers greater say<a href=\"https:\/\/factorialhr.co.uk\/blog\/changes-to-flexi-working-laws\/\" class=\"read-more\"> [&#8230;]<\/a><\/p>\n","protected":false},"author":174,"featured_media":92630,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[108,343],"tags":[],"class_list":["post-92617","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr-tips-en-gb","category-hr-trends"],"acf":{"topics":"talent"},"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v21.5 (Yoast SEO v21.9.1) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Flexi-Working Laws 2025: An Employer\u2019s Guide<\/title>\n<meta name=\"description\" content=\"As employers, it&#039;s essential to understand flexi-working regulations and what they mean for employers in the UK.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/factorialhr.co.uk\/blog\/changes-to-flexi-working-laws\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Flexible Working Laws 2025: An Employer&#039;s Guide\" \/>\n<meta property=\"og:description\" content=\"As employers, it&#039;s essential to understand flexi-working regulations and what they mean for employers in the UK.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/factorialhr.co.uk\/blog\/changes-to-flexi-working-laws\/\" \/>\n<meta property=\"og:site_name\" content=\"Factorial\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/people\/Factorial\/100064908455810\/\" \/>\n<meta property=\"article:published_time\" content=\"2023-02-09T15:20:55+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2026-03-27T11:29:40+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/02\/09172039\/Frame-34370-3_11zon.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"760\" \/>\n\t<meta property=\"og:image:height\" content=\"400\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Siti Hasanah\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@factorialapp\" \/>\n<meta name=\"twitter:site\" content=\"@factorialapp\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Siti Hasanah\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"8 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/factorialhr.co.uk\/blog\/changes-to-flexi-working-laws\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/factorialhr.co.uk\/blog\/changes-to-flexi-working-laws\/\"},\"author\":{\"name\":\"Siti Hasanah\",\"@id\":\"https:\/\/factorialhr.co.uk\/blog\/#\/schema\/person\/0a2795feafda825e9542957913b311dc\"},\"headline\":\"Flexible Working Laws 2025: An Employer&#8217;s Guide\",\"datePublished\":\"2023-02-09T15:20:55+00:00\",\"dateModified\":\"2026-03-27T11:29:40+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/factorialhr.co.uk\/blog\/changes-to-flexi-working-laws\/\"},\"wordCount\":1626,\"publisher\":{\"@id\":\"https:\/\/factorialhr.co.uk\/blog\/#organization\"},\"articleSection\":[\"HR Tips\",\"HR Trends\"],\"inLanguage\":\"en-GB\"},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/factorialhr.co.uk\/blog\/changes-to-flexi-working-laws\/\",\"url\":\"https:\/\/factorialhr.co.uk\/blog\/changes-to-flexi-working-laws\/\",\"name\":\"Flexi-Working Laws 2025: An Employer\u2019s Guide\",\"isPartOf\":{\"@id\":\"https:\/\/factorialhr.co.uk\/blog\/#website\"},\"datePublished\":\"2023-02-09T15:20:55+00:00\",\"dateModified\":\"2026-03-27T11:29:40+00:00\",\"description\":\"As employers, it's essential to understand flexi-working regulations and what they mean for employers in the UK.\",\"inLanguage\":\"en-GB\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\/\/factorialhr.co.uk\/blog\/changes-to-flexi-working-laws\/\"]}]},{\"@type\":\"WebSite\",\"@id\":\"https:\/\/factorialhr.co.uk\/blog\/#website\",\"url\":\"https:\/\/factorialhr.co.uk\/blog\/\",\"name\":\"Factorial\",\"description\":\"\",\"publisher\":{\"@id\":\"https:\/\/factorialhr.co.uk\/blog\/#organization\"},\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\/\/factorialhr.co.uk\/blog\/?s={search_term_string}\"},\"query-input\":\"required name=search_term_string\"}],\"inLanguage\":\"en-GB\"},{\"@type\":\"Organization\",\"@id\":\"https:\/\/factorialhr.co.uk\/blog\/#organization\",\"name\":\"All-in-one business management software - Factorial\",\"url\":\"https:\/\/factorialhr.co.uk\/blog\/\",\"logo\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-GB\",\"@id\":\"https:\/\/factorialhr.co.uk\/blog\/#\/schema\/logo\/image\/\",\"url\":\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/07\/18155144\/factorial-logo.png\",\"contentUrl\":\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/07\/18155144\/factorial-logo.png\",\"width\":946,\"height\":880,\"caption\":\"All-in-one business management software - Factorial\"},\"image\":{\"@id\":\"https:\/\/factorialhr.co.uk\/blog\/#\/schema\/logo\/image\/\"},\"sameAs\":[\"https:\/\/www.facebook.com\/people\/Factorial\/100064908455810\/\",\"https:\/\/twitter.com\/factorialapp\",\"https:\/\/www.linkedin.com\/company\/factorialhr\",\"https:\/\/www.youtube.com\/@factorialmedia\",\"https:\/\/www.instagram.com\/factorial\/#\"]},{\"@type\":\"Person\",\"@id\":\"https:\/\/factorialhr.co.uk\/blog\/#\/schema\/person\/0a2795feafda825e9542957913b311dc\",\"name\":\"Siti Hasanah\",\"image\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-GB\",\"@id\":\"https:\/\/factorialhr.co.uk\/blog\/#\/schema\/person\/image\/\",\"url\":\"https:\/\/secure.gravatar.com\/avatar\/69dba6adc27150e9558367be25e92799?s=96&d=identicon&r=g\",\"contentUrl\":\"https:\/\/secure.gravatar.com\/avatar\/69dba6adc27150e9558367be25e92799?s=96&d=identicon&r=g\",\"caption\":\"Siti Hasanah\"},\"description\":\"This article was written by Siti Hasanah, or @tunahkid for short. When she\u2019s not busy with her day job as an HR manager at Trees Engineering, she\u2019s either in the kitchen creating her next best (worst) meal or writing semi-digestible articles and short stories for fun.\",\"sameAs\":[\"https:\/\/www.linkedin.com\/in\/sitihasanah268\"],\"url\":\"https:\/\/factorialhr.co.uk\/blog\/author\/siti-hasanahy\/\"}]}<\/script>\n<!-- \/ Yoast SEO Premium plugin. -->","yoast_head_json":{"title":"Flexi-Working Laws 2025: An Employer\u2019s Guide","description":"As employers, it's essential to understand flexi-working regulations and what they mean for employers in the UK.","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/factorialhr.co.uk\/blog\/changes-to-flexi-working-laws\/","og_locale":"en_GB","og_type":"article","og_title":"Flexible Working Laws 2025: An Employer's Guide","og_description":"As employers, it's essential to understand flexi-working regulations and what they mean for employers in the UK.","og_url":"https:\/\/factorialhr.co.uk\/blog\/changes-to-flexi-working-laws\/","og_site_name":"Factorial","article_publisher":"https:\/\/www.facebook.com\/people\/Factorial\/100064908455810\/","article_published_time":"2023-02-09T15:20:55+00:00","article_modified_time":"2026-03-27T11:29:40+00:00","og_image":[{"width":760,"height":400,"url":"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/02\/09172039\/Frame-34370-3_11zon.jpg","type":"image\/jpeg"}],"author":"Siti Hasanah","twitter_card":"summary_large_image","twitter_creator":"@factorialapp","twitter_site":"@factorialapp","twitter_misc":{"Written by":"Siti Hasanah","Est. reading time":"8 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/factorialhr.co.uk\/blog\/changes-to-flexi-working-laws\/#article","isPartOf":{"@id":"https:\/\/factorialhr.co.uk\/blog\/changes-to-flexi-working-laws\/"},"author":{"name":"Siti Hasanah","@id":"https:\/\/factorialhr.co.uk\/blog\/#\/schema\/person\/0a2795feafda825e9542957913b311dc"},"headline":"Flexible Working Laws 2025: An Employer&#8217;s Guide","datePublished":"2023-02-09T15:20:55+00:00","dateModified":"2026-03-27T11:29:40+00:00","mainEntityOfPage":{"@id":"https:\/\/factorialhr.co.uk\/blog\/changes-to-flexi-working-laws\/"},"wordCount":1626,"publisher":{"@id":"https:\/\/factorialhr.co.uk\/blog\/#organization"},"articleSection":["HR Tips","HR Trends"],"inLanguage":"en-GB"},{"@type":"WebPage","@id":"https:\/\/factorialhr.co.uk\/blog\/changes-to-flexi-working-laws\/","url":"https:\/\/factorialhr.co.uk\/blog\/changes-to-flexi-working-laws\/","name":"Flexi-Working Laws 2025: An Employer\u2019s Guide","isPartOf":{"@id":"https:\/\/factorialhr.co.uk\/blog\/#website"},"datePublished":"2023-02-09T15:20:55+00:00","dateModified":"2026-03-27T11:29:40+00:00","description":"As employers, it's essential to understand flexi-working regulations and what they mean for employers in the UK.","inLanguage":"en-GB","potentialAction":[{"@type":"ReadAction","target":["https:\/\/factorialhr.co.uk\/blog\/changes-to-flexi-working-laws\/"]}]},{"@type":"WebSite","@id":"https:\/\/factorialhr.co.uk\/blog\/#website","url":"https:\/\/factorialhr.co.uk\/blog\/","name":"Factorial","description":"","publisher":{"@id":"https:\/\/factorialhr.co.uk\/blog\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/factorialhr.co.uk\/blog\/?s={search_term_string}"},"query-input":"required name=search_term_string"}],"inLanguage":"en-GB"},{"@type":"Organization","@id":"https:\/\/factorialhr.co.uk\/blog\/#organization","name":"All-in-one business management software - Factorial","url":"https:\/\/factorialhr.co.uk\/blog\/","logo":{"@type":"ImageObject","inLanguage":"en-GB","@id":"https:\/\/factorialhr.co.uk\/blog\/#\/schema\/logo\/image\/","url":"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/07\/18155144\/factorial-logo.png","contentUrl":"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/07\/18155144\/factorial-logo.png","width":946,"height":880,"caption":"All-in-one business management software - Factorial"},"image":{"@id":"https:\/\/factorialhr.co.uk\/blog\/#\/schema\/logo\/image\/"},"sameAs":["https:\/\/www.facebook.com\/people\/Factorial\/100064908455810\/","https:\/\/twitter.com\/factorialapp","https:\/\/www.linkedin.com\/company\/factorialhr","https:\/\/www.youtube.com\/@factorialmedia","https:\/\/www.instagram.com\/factorial\/#"]},{"@type":"Person","@id":"https:\/\/factorialhr.co.uk\/blog\/#\/schema\/person\/0a2795feafda825e9542957913b311dc","name":"Siti Hasanah","image":{"@type":"ImageObject","inLanguage":"en-GB","@id":"https:\/\/factorialhr.co.uk\/blog\/#\/schema\/person\/image\/","url":"https:\/\/secure.gravatar.com\/avatar\/69dba6adc27150e9558367be25e92799?s=96&d=identicon&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/69dba6adc27150e9558367be25e92799?s=96&d=identicon&r=g","caption":"Siti Hasanah"},"description":"This article was written by Siti Hasanah, or @tunahkid for short. When she\u2019s not busy with her day job as an HR manager at Trees Engineering, she\u2019s either in the kitchen creating her next best (worst) meal or writing semi-digestible articles and short stories for fun.","sameAs":["https:\/\/www.linkedin.com\/in\/sitihasanah268"],"url":"https:\/\/factorialhr.co.uk\/blog\/author\/siti-hasanahy\/"}]}},"_links":{"self":[{"href":"https:\/\/factorialhr.co.uk\/blog\/wp-json\/wp\/v2\/posts\/92617"}],"collection":[{"href":"https:\/\/factorialhr.co.uk\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/factorialhr.co.uk\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/factorialhr.co.uk\/blog\/wp-json\/wp\/v2\/users\/174"}],"replies":[{"embeddable":true,"href":"https:\/\/factorialhr.co.uk\/blog\/wp-json\/wp\/v2\/comments?post=92617"}],"version-history":[{"count":16,"href":"https:\/\/factorialhr.co.uk\/blog\/wp-json\/wp\/v2\/posts\/92617\/revisions"}],"predecessor-version":[{"id":184988,"href":"https:\/\/factorialhr.co.uk\/blog\/wp-json\/wp\/v2\/posts\/92617\/revisions\/184988"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/factorialhr.co.uk\/blog\/wp-json\/wp\/v2\/media\/92630"}],"wp:attachment":[{"href":"https:\/\/factorialhr.co.uk\/blog\/wp-json\/wp\/v2\/media?parent=92617"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/factorialhr.co.uk\/blog\/wp-json\/wp\/v2\/categories?post=92617"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/factorialhr.co.uk\/blog\/wp-json\/wp\/v2\/tags?post=92617"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}