Hello and welcome to the fifth edition of the latest HR insights of 2024.

This month we explore what you should know about updates to flexible working requests, why employee retention should always be a priority and why it’s important to check if your employees are entitled to statutory holidays.

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Flexible working requests in 2024, what do they look like?

Did you know 49% of businesses weren’t aware of the changes to flexible working requests according to the CIPD.

So, what do flexible working requests now look like?

  • From 6th April an employee has a day one right to make a flexible working request.
  • Two flexible working requests can be submitted in any 12 month period
  • Employees will not have to explain the effect the flexible working request might have on the business within their application.
  • Employers will have to deal with the flexible working request within two months unless an extension is agreed with the individual.
  • Employers will be required to consult with an employee before a flexible working request is refused.

📖 Read our blog on the changes to flexible working requests


Are you prioritising employee retention?

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It’s time to rethink your strategy to place the focus on retaining and up skilling your current employees rather than the never-ending cycle of recruiting and replacing vacancies.

💡 Not sure where to start? Here are four tips for better employee retention.


Is your team entitled to statutory holidays?

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With many of us enjoying the bank holiday weekends,  it’s a good time to consider if your employees are entitled to bank holidays?

  • Contrary to popular belief, there is no statutory right to time off for bank holidays 💡
  • Whether you include bank holidays as time off or not, will depend on what is written within your contracts of employment.
  • However, where possible and subject to the business requirements, most UK employers do include bank holidays in an employees annual leave entitlement.