22% of employers cite improving access to flexible working as biggest challenge – Ciphr

“After years of hybrid working, and the proven business benefits of supporting good work/life balance for employees, you might expect employers to feel more confident. 

“But the data tells us the difficulty now lies less in writing the policy and more in embedding fair and transparent decision-making, especially in sectors where presence on-site is the norm.”

Hawes added: “There are, of course, many front-line or in-person roles that simply cannot be done remotely, and many employees who do not want to work remotely either. 

“At its heart, flexible working is about giving people more autonomy and flexibility over how they work, and should be embraced.

“There’s no doubt that many of these employment reforms are going to prove complex, admin-heavy, and perhaps costly for some employers to implement.”

She said: “The changes that may create the biggest compliance headaches share some common themes – they all demand better processes and better use of people data, which is sometimes easier said than done. 

“Whether it’s managing multiple flexible-working requests, meeting new consultation steps, publishing Equality Action Plans, or, potentially, dealing with increased employment tribunal claims, HR will be at the forefront and in the firing line. HR has a vital role to play in the successful implementation of this bill – helping to build clear frameworks, train managers, and ensure auditable records.

“Done well, the changes introduced by the Employment Rights Bill could help employers to broaden talent pools, boost retention and engagement, reduce absenteeism and create more inclusive, trusting workplaces.”

She added: “In the short-term, the administrative lift will be challenging. But it is far outweighed by the long-term business gains.”