HR & Employment Law Update
Flexible working remains a key issue for UK employers, particularly as businesses continue to balance office-based, hybrid and remote working arrangements.
On 5 February 2026, the Government launched a consultation on proposals to improve access to flexible working. The consultation closed on 20 April 2026.
Flexible working is already a Day One right
Employees already have the right to make a flexible working request from the beginning of their employment.
The current legal framework allows employees to request changes such as altered working hours, working patterns or their place of work.
The 2026 consultation considered how access to flexible working could be improved further.
Why does this matter for HR?
Flexible working is no longer simply an employee benefit. It can influence recruitment, retention, employee engagement and workforce planning.
HR teams therefore need to consider flexible working not only when responding to individual requests, but also when designing roles and workplace policies.
What should employers consider?
Employers may benefit from reviewing:
- their flexible working policy;
- how requests are assessed;
- consistency between departments;
- how hybrid roles are advertised;
- how managers handle flexible working discussions; and
- whether working arrangements support both business needs and employee retention.
As expectations around workplace flexibility continue to evolve, clear and consistent HR processes will remain important.
