Agenda and draft minutes

There were no declarations of personal interest.

RESOLVED that the decision record of the meeting held on the 30^th January 2024 be signed as a correct record.

The Cabinet Member considered a revised Flexible working Policy, which had been amended in line with the Flexible Working (Amendment) Regulations 2023 that came into force on the 6^th April 2024. The Policy detailed the Council’s commitment to supporting employees in balancing work and home commitments together with the procedure for managing a request received from an employee for flexible working.

The Cabinet Member noted that the key changes to the policy and the right of employees to request flexible working were:

·         employers are required to consult with their employees before rejecting a flexible working request.

·         employees may make two (not one) flexible working requests in any twelve-month period.

·         employers must respond to requests within two (not three) months.

·         employees are no longer required to set out how the effects of their flexible working request might be dealt with by their employer; and,

·         the 26-week qualifying period is being removed, making it a day one right.

It was noted that Acas was updating its statutory Code of Practice on the handling of flexible working requests and that Government guidance thereon was also expected early in 2024. In view of the pending guidance, timescales would be included within the policy to reflect this once finalised.

It was further noted that the changes did not provide a default right to work flexibly, and it would remain a right to request which an employer may refuse on the existing grounds.

RESOLVED that the revised Flexible Working Policy be adopted.

The Cabinet Member considered a revised Paternity Leave policy which had been amended in line with the Paternity Leave (Amendment) Regulations 2024 that came into force on the 6^th April 2024. The Policy detailed the Council’s commitment to supporting fathers and partners with enhanced rights for paternity leave together with the procedure for managing a request from an employee for paternity leave.

It was noted the regulations introduced several noteworthy changes to the existing paternity leave framework which included:

Flexible leave structure:

Employees will now have the flexibility to take their two-week paternity leave entitlement as two separate one-week blocks. This departure from the previous requirement of taking one continuous week or two consecutive weeks offers greater adaptability to people, acknowledging the diverse needs and circumstances that may arise during this crucial time.

An extended timeframe for leave:

Recognising the dynamic nature of family life, and to accommodate varying situations that can arise within the first year of a child’s life, a significant shift has been made in the timeframe within which paternity leave can be taken. Instead of the previous restriction of 56 days following birth, employees will can now take paternity leave at any time within the 52 weeks after the birth of their child.

A reduced notice period:

The new regulations streamline the process for employees intending to take paternity leave by reducing the notice period from 15 weeks before the Expected Week of Childbirth (EWC) to a more manageable 28 days. This adjustment facilitates better planning for both employers and employees, ensuring smoother coordination during this crucial period.

RESOLVED that the revised Paternity Leave Policy be adopted.