How will the Government’s plans for flexible working impact Early Years?

It was reported only last week that the Government intends to consult on plans to make it harder for employers who refuse requests to allow employees to work a 4 day week.

The BBC reported that Full-time workers’ rights to ask for a four-day working week could be strengthened under government plans to increase flexible working.

So how do we think this will translate? Firstly, we shouldn’t panic. The Government will consult on its proposals with affected parties, before anything is introduced.

What can we expect to see?

It is already possible for all employees to make two requests in a twelve month period for flexible working. Since April 2024, under Flexible Working Regulations, anyone, from day one of employment can request a flexible working arrangement. Four day, or compressed hours is a flexible working arrangement.

If the Government understands this approach as it works for employees and employer, we can expect they might want to make the penalties for employers who do not correctly handle flexible working requests more significant.

The good news is that if you are following the rules, any change will not impact you as you are already following the regulations.

Additionally, the Government may want to make it even harder for an employer to refuse a request. Again this was tightened in April 2024, requiring employers who look to see if it can accommodate the request, even suggesting alternatives, before refusing a request.

How does this impact Early Years?

In Early Years, compressed hours are popular. We feel one of the reasons behind their popularity is the same key worker greeting the child on arrival, is then the same practitioner who hands over the child to the parent/carer at pick up time. However they don’t suit every employee or every employer. For example compressed hours can lead to:

• Tired practitioners – 10 hour days, with 30 minute lunch means staff may have been at work 7.30 am. to 6 p.m.
• Higher wage bills, having to cover the fourth day, can lead to more staff being hired to cover the 5 day opening period.
• Wraparound care is sometimes difficult to obtain so working parents can find themselves asking for a new pattern of work once their children leave Early Years for school.

If compressed hours, or 4 days weeks are popular in a particular sector, this could lead to others believing that all employers can accommodate this way of working.

Lots of applicants are looking for compressed hours, believing this to enable work life balance. Employers are in a war on talent and applicants who can achieve the flexible working arrangements they seek will choose one employer over another because of their approach.

It would be particularly difficult for employers, if tribunals were given the power to suggest whether an employer could have accepted the request! We hope this isn’t what the Government plans for reforms to Flexible Working and that instead it will measure the impact of the changes brought in from April 2024, before it announces any plans for consultation.

If you need any help handling a flexible working request, please contact us on 01527 909436.