Today, employees across the country have gained the legal right to request flexible working from the day they start a new job.

Previously, the right only applied to people who had worked for an employer for 26 weeks or more.

The Flexible Working (Amendment) Regulations 2023 received Royal Assent in July, with Business and Trade Minister Kevin Hollinrake backing the measure to “create a happier workforce” [which] means increased productivity.”

Flexible working is a broad term but covers ways of working that differ from the traditional 9-to-5 office job, and can include adapting to where someone works, such as freeing them from commuting.

The term and its implementation first came into force in the early 2000s under Tony Blair’s government, with parents of children under six and carers of children under 18 being able to request flexible working arrangements.

More legislation has been introduced, but since Coronavirus disease Peter Chiss, chief executive of the Chartered Institute of Personnel and Development, said flexible working had accelerated during the pandemic in terms of “understanding” and “demand”.

Mr Chiss said the new laws “will benefit millions of people, helping them balance work and life commitments and giving them more say and more opportunities in where and how they work”.

He said flexibility in time, schedules and work location could be “transformative”, particularly for those with health conditions, caring responsibilities or other life choices they wish to make.

He added: “As the population ages and the number of people who are economically inactive due to poor health continues to increase, flexible working is more important than ever and has been shown to support better wellbeing and is important for There are benefits to individuals and organizations.”

Since 6 April, employers are obliged to consult with workers before rejecting flexible working requests.

Kuder Law Firm lists some of the reasons why a request may be denied, including that the arrangement would be too costly to the business, negatively impact performance and the company would be unable to hire additional team members.

Conciliation service Acas has published a new statutory code of practice on flexible working and guidance requirements, which its chief executive Susan Clews said would “help employers and employees avoid any pitfalls”.

Ms Crews said: “There are many types of flexible working, such as part-time working, flextime, job sharing, staggered hours, mixed working and home working. The starting point for businesses should be to consider what is possible.”

A study of 4,000 employees by campaign group Timewise found half would consider using their right to ask for a new job on day one to ask for flexible working.

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Research by campaign group Pregnant and Screwed up found mothers were twice as likely as fathers to ask for flexible working after parental leave.

Joeli Brearley, chief executive of the organization, said: “Mothers are more likely to do the majority of the unpaid work required to care for children and manage a household.

“As a result, they are more likely to require flexible working. Only three in 10 job adverts offer flexibility, limiting mothers’ advancement opportunities and earning potential.”