FAQs

What is the law on flexible working requests?

The 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 in any 12-month period.
Consultation: Employers must consult with employees before refusing a request.
Response time: Employers must respond to requests within two months.
No impact explanation: Employees no longer need to explain how their request might impact the company
For free managers guides and templates – Flexible Working request Guide & template (Support section) 👉 – https://breathingspacehr.co.uk/how-to-hr/

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Other questions we get asked about Engage

We have big challenges in fostering a Positive and Inclusive Culture – Help!

Lead by Example Ensure leaders model inclusive, respectful behaviour and promote open communication. Promote Diversity Actively recruit diverse talent and support inclusion through training and employee groups. Encourage Employee Voice Create safe channels for feedback and involve staff in shaping workplace values. Recognise and Celebrate Acknowledge achievements and celebrate cultural events to build connections and […]

How do we retain our best people?

Provide development plans, meaningful recognition, fair, consistent pay practices, and flexible working where possible. Exit and stay interviews reveal what to fix before people leave.

How do I set up a bonus/commission scheme?

Define objectives (e.g., sales targets, performance metrics). Set eligibility criteria (e.g., roles, tenure). Determine the structure (e.g., percentage of sales, fixed amount). Establish payout frequency (e.g., monthly, quarterly). Outline terms and conditions (e.g., clawbacks, performance reviews, and consider bonus rules). Communicate clearly to employees. Document the scheme in writing and make sure it’s non-contractual. For […]

How can we ensure competitive pay amid inflation to keep our talent?

Market Research: Regularly benchmark salaries against competitors. Adjust for Inflation: Consider cost-of-living adjustments (COLA). Flexible Benefits: Offer non-salary benefits like bonuses and wellness programmes. Transparent Pay: Make the pay structure clear to employees. Retention: Provide career development and promotion opportunities. Reward Systems: Use performance bonuses or profit-sharing. This helps retain talent and keep pay competitive.

How can I evolve D&I efforts to include socioeconomic status, mental health, and neurodiversity if MD says it’s not a priority?

Present Data: Share evidence showing the business benefits of a more inclusive culture, such as improved employee engagement, retention, and innovation. Employee Feedback: Collect and present feedback from employees who support these initiatives, highlighting the demand for inclusivity beyond traditional categories. Start Small: Propose pilot initiatives or programmes targeting mental health or neurodiversity to demonstrate […]

How can we effectively communicate changes to employees?

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.

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