Flexible working will become the default, with employers required to provide reasonable grounds when refusing employee requests under strengthened day-one rights.
UPDATE: February 2026
The Flexible Working changes are anticipated in 2027.
The Act also introduced enhanced protections for those on family leave or following a return to work. The intention is to ban dismissals (except redundancies) during family leave or following a return, except in specific circumstances (TBC).
Enhanced dismissal protections for pregnant women and new mothers
January 2026 Update - Confirmed finalised rules on flexible working
The Act has finalised ,and much remains unchanged in terms of flexible working. The final rules on this include:
- Any refusal of a flexible working request needs to be reasonable.
- This is in addition to the 8 current business reasons for refusal.
- Employers must explain in writing the reason for refusal and why it is reasonable.
- ETA 2027.
The Act also introduced enhanced protections for those on family leave or following a return to work. The intention is to ban dismissals (except redundancies) during family leave or following a return, except in specific circumstances.
Regulations are required for the finer detail.
Employment Rights Bill information that's relevant to your sector
We've created one central hub for independent retailers to access key information on the Employment Rights Bill, set to be in force in summer 2025.
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