The Employment Relations (Flexible Working) Act 2023 introduced new laws on flexible working in the UK, which came into effect on 6 April 2024:
Be clear, timely, and transparent—explain the reasons for the change, how it impacts employees, and what to expect next. Use consistent messaging, give opportunities for questions, and ensure managers are equipped to support their teams.
Read moreShare the “why”, involve teams in decisions, recognise effort, and improve manager capability. Small habits—thank-yous, visible progress, and autonomy—go a long way.
Read moreTo balance expectations and business realities: Be Transparent: Communicate openly about financial constraints and future plans. Offer Non-Monetary Benefits: Provide perks like flexible work, professional development, and wellness programmes. Highlight Career Growth: Focus on skill-building, mentorship, and internal mobility. Benchmark Salaries: Stay competitive within budget limits. Recognise & Reward: Show appreciation through bonuses, promotions, or additional […]
Read morePlan ahead, communicate clearly, and support managers to guide their teams through change. Set clear expectations, provide the right resources, and monitor progress to minimise disruption.
Read moreThe Employment Relations (Flexible Working) Act 2023 introduced new laws on flexible working in the UK, which came into effect on 6 April 2024: Day one right: Employees can request flexible working from their first day of employment, regardless of how long they’ve been with the company. Multiple requests: Employees can make two requests for flexible working […]
Read moreIdentify Gaps: Assess current skills and determine where gaps exist. Have a robust succession plan in place. Develop Talent: Offer training, mentoring, and development programmes to prepare employees for new roles. Encourage Career Growth: Create clear career progression paths to motivate employees to upskill. Internal Job Postings: Advertise openings internally to encourage existing employees to […]
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