On a typical Monday morning, half the team logs in from home while the other half is in the office. With confusing expectations around remote and in-person days, hybrid work remains common but frequently unclear.
According to CIPD, only 41% of employers have a formal policy for hybrid working. The rest rely on shared calendars, informal agreements, and goodwill. That gap matters more now. Recent updates to UK flexible working laws mean that informal practices can no longer pass inspection. Outdated policies can lead to complaints, tribunal claims, and discrimination issues for businesses. Fixing this starts with understanding the changes.
At Worklife Expo, we empower professionals and organisations to navigate the evolving landscape of modern work through actionable insights and smart cultural strategies.
What Changed in UK Flexible Working Law
A major change started on 6 April 2024. Employees can now request flexible working from their first day on the job. They no longer need 26 weeks of service to request shifts to their hours, working pattern, or even location.
There are three other important changes:
- Staff can now make two requests for flexible working within 12 months, rather than just one.
- Employers must talk with employees before saying no to a request.
- The time limit for employers to decide on the request has been reduced from 3 months to 2.
The Employment Rights Act 2025, which became law on December 18, 2025, requires employers to provide a valid business reason for refusing a request from 2027 onward. The burden of justification will lie with the employer.
For a visual representation, check out this guide that explains the statutory framework of the updated rules:
How the Rules Hit Hybrid Schedules
A hybrid pattern is a flexible working arrangement. New employees have the same right to request a change on their first day as long-term employees do. It is a big mistake for managers to think that new hires must wait until their probationary period ends. This assumption can lead to problems.
Informal team schedules can be confusing. A casual agreement like “work from home on Fridays” can create issues if one worker’s request is denied. Inconsistent treatment of such requests may result in claims of unfair treatment or discrimination, particularly affecting those with caring responsibilities or disabilities.
A recent Personnel Today report found that seven in ten employees did not know about their day-one rights when they were introduced to them. Awareness of these rights is growing, leading to more requests for help. Tribunals are closely examining if employers consulted before rejecting requests.
How to Audit Your Hybrid Work Policy
Begin by clearly comparing what is written on paper with what actually happens daily. Here’s how to audit your hybrid work policy:
- Confirm your written policy reflects the day one right and the two-month response deadline.
- Map every informal hybrid arrangement and check whether it was ever logged in formally.
- Create one consistent process for handling and recording statutory requests.
- Set a standard template for written decisions that names the business ground for any refusal.
- Diarise the two-month deadline the moment a request lands.
Treat formal requests and informal team schedules separately. Document responses to statutory requests while ensuring fairness in casual arrangements to avoid bias claims.
Next, train line managers, as they handle most flexible working discussions before HR. If a manager dismisses requests or grants favours unevenly, it undermines the policy. Short training on recognising statutory requests can help protect everyone involved.
For clearer guidance on consultations and refusals, take a look at this guide on the code of practice on requests for flexible working, which sets the standard for your process.
Frequently Asked Questions (FAQs)
Question 1: When does the right to request begin?
Answer 1: Employees have a statutory right to request flexible working from their first day on the job. This “day-one” right became active for all new hires starting from 6 April 2024.
Question 2: How long do employers have to respond?
Answer 2: Employers have a statutory deadline of two months to offer a final decision, unless both sides formally agree to an extension.
Question 3: How many requests can staff make each year?
Answer 3: Staff can have two requests within 12 months.
Question 4: Must employers explain a refusal?
Answer 4: Yes. Refusals should use one of the eight business grounds, and from 2027 employers must show the refusal was reasonable.
Conclusion
Staying compliant with rules and regulations requires continuous attention, not just a one-time effort.
To ensure your business is ready for any changes in the rules, it’s important to adopt a straightforward, balanced approach to your operations.
Regularly review your policy, train your HR managers, and take action before any official requests come in.To get updates and insights on improving workplace well-being and productivity, contact us at Worklife Expo for learning.
