Summary of The Flexible Working (Amendment) Regulations 2023

The Flexible Working (Amendment) Regulations 2023 represents a significant shift in UK employment law, with far-reaching implications for both employers and employees alike. Amendments have since come into effect from 6th April 2024 and will fundamentally alter the landscape of flexible working in the UK, introducing new rights and responsibilities for all parties involved. It can be a challenge to navigate the legislation and its amendment, so it may be worth seeking advice from specialist employment law solicitors.

Understanding the Basics of the Amendment

What is Flexible Working?

Before delving into the specifics of the amendment, it’s crucial to understand what flexible working entails. In essence, flexible working is a work arrangement that allows employees to alter their work schedule or location. This can involve changes to the hours worked, the times when work is done, or the location from which work is performed.

Flexible working arrangements can take many forms, including part-time work, flexitime, compressed hours, job sharing, shift work, staggered hours, and remote working. The primary aim of such arrangements is to provide employees with a better work-life balance, thereby enhancing their job satisfaction and productivity.

The Flexible Working (Amendment) Regulations 2023

The Flexible Working (Amendment) Regulations 2023 is a legal instrument that amends the previous Flexible Working Regulations 2014. The amendment introduces several key changes designed to make flexible working more accessible and manageable for all employees, regardless of their circumstances.

Under the new regulations, all employees, not just parents and carers, have the right to request flexible working arrangements from their employers. Furthermore, employers are required to deal with such requests in a reasonable manner and within a reasonable timeframe. This all came into effect on the 6th April 2024.

Key Changes Introduced by the Amendment

Extension of the Right to Request Flexible Working

One of the most significant changes introduced by the amendment is the extension of the right to request flexible working. Previously, only employees who had worked for their employer for at least 26 weeks and were either parents or carers had this right. However, under the new regulations, all employees, irrespective of their tenure or personal circumstances, have the right to request flexible working arrangements.

This change reflects the growing recognition of the benefits of flexible working for all employees, not just those with caring responsibilities. It also acknowledges the changing nature of work, particularly in light of the COVID-19 pandemic, which has seen a significant increase in remote and flexible working arrangements.

Requirement for Employers to Respond Reasonably

Another key change introduced by the amendment is the requirement for employers to respond to flexible working requests in a reasonable manner. This means that employers must carefully consider each request, taking into account the needs of both the employee and the business, before making a decision.

Furthermore, employers are required to respond to such requests within three months, unless an extension is agreed with the employee. This ensures that employees are not left in limbo for an extended period while awaiting a decision on their request.

Implications of the Amendment for Employers and Employees

Implications for Employers

The amendment has several important implications for employers. Firstly, it places a greater onus on employers to consider flexible working requests seriously and respond to them promptly. This may require employers to review and update their existing policies and procedures to ensure they are compliant with the new regulations.

Secondly, the amendment may lead to an increase in the number of flexible working requests, given that all employees now have the right to make such requests. This could pose logistical challenges for some employers, particularly those in sectors where flexible working has traditionally been less common.

Implications for Employees

For employees, the amendment provides greater opportunities for flexible working, which can lead to improved work-life balance and job satisfaction. However, it’s important to note that while all employees have the right to request flexible working, this does not mean that all requests will be granted. Employers still have the right to refuse requests on legitimate business grounds.

Nonetheless, the amendment represents a significant step forward in promoting flexible working and recognising its benefits for both employees and employers. As such, it’s a welcome development for all those who value the flexibility and autonomy that such arrangements can provide.


The Flexible Working (Amendment) Regulations 2023 is a landmark piece of legislation that has the potential to transform the world of work in the UK. By extending the right to request flexible working to all employees and requiring employers to respond to such requests reasonably, the amendment promotes a more flexible and inclusive approach to work.

While the amendment poses challenges for both employers and employees, it also presents opportunities for greater flexibility, autonomy, and work-life balance. As such, it represents a significant step forward in the evolution of employment law in the UK.