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Bury St Edmunds employment law expert Adrian Green, of Atkins Dellow, explains changes to employment law rolled out this month

Important changes to employment law legislation this month affect the way that employers must deal with flexible working requests and annual leave for part-time staff.

Here, Adrian Green, partner with Atkins Dellow and an employment law expert who is widely experienced in helping both employers and employees navigate the issues which arise around the employment relationship, explains some of the changes.

Flexible Working Requests

Adrian Green, of Atkins Dellow
Adrian Green, of Atkins Dellow

The changes made to the flexible working request process include:

- Making the right to request flexible working a day one right of an employee, which scraps the need to have worked for the business for 26 weeks.

- Requiring employers to consult and attempt to find an alternative before they decline a request.

- Removing the need for employees to explain how their working flexibly may affect their employer.

- Reducing the time employers have to consider a flexible working request from three months to two months.

- Allowing employees to submit two flexible working requests in any 12 month period as opposed to the current limit of once.

These changes give employees a much better chance at succeeding in making a flexible working request and if they don’t succeed, achieving an alternative that better suits their situation. It also makes it harder for employers to ignore an employee’s need for change if they have other responsibilities they need to factor into their working life.

Rolled-Up Holiday Pay

“Rolled-up Holiday Pay” is a new law allowing employers to pay for “rolled-up” holiday for each pay period, rather than the worker taking paid holiday. This will only be available to part-year workers who are workers who have at least one week per year when they do not work and are not paid, and irregular hours workers.

Employers will be able to pay rolled-up holiday pay by adding at least an additional 12.07% to the worker’s normal pay. This represents the holiday pay they’ve earned during that pay period. The holiday pay must be paid at the same time as the worker’s normal pay, and it must be separately and clearly itemised on their payslip.

Atkins Dellow
Atkins Dellow

For more information about the Employment Law changes made this month and how they might affect your business call to speak with our Employment Law team on 0330 912 8338 or visit atkinsdellow.com