Flexi Requests

Employment law continues to evolve rapidly in 2026, and one of the most important developments for small and medium employers is the government’s consultation on enhanced flexible working rights. Under proposals linked to ongoing reforms under the Employment Rights Act 2025, employers will soon have to justify any refusal of flexible working requests with clear, written business reasons - and those decisions could be challenged at employment tribunals if they are considered unreasonable.

This marks a significant shift from the traditional approach, where employees need to have worked for an employer for a long qualifying period before making formal requests. Now, flexible working rights are increasingly framed as a feature of daily employment relations, with tribunals playing a bigger role in interpreting fairness and reasonableness.

For small employers, especially in sectors like early years and care, this means reviewing your flexible working policies, documenting decision-making, and ensuring managers are trained to handle requests appropriately. Poor handling could increase legal risk and expose the business to tribunal claims.

At LeoHR, we can help you update your employee handbook, review your flexible working procedures, and support your managers through real‑world scenarios so you’re not caught off‑guard by these emerging legal expectations.

If you’d like support preparing for these changes or reviewing your current HR policies, contact us today.