THE EZHR WEEKLY UPDATE 27TH JULY 2023
On this week’s EZHR weekly update we talk all things Adjustment passports for ex Service people and what is happening with Flexible Working.
Adjustment Passports
The Department for Work and Pensions (DWP) is introducing an Adjustments Passport to provide support for those left with disabilities after serving, boosting their job prospects by removing barriers to starting and progressing in work.
The aim is to support sick and disabled armed forces leavers to either start and stay in work.
The Passport provides a transferable record of any workplace adjustments the service leaver may need, such as changes to working hours or specialist equipment, making it easier for them to transition into work and to progress and move between jobs.
This means that it can be done without the need for reassessment, which can often be a barrier to disabled people and those with health conditions staying in work.
Supported by the Career Transition Partnership a digital version of the Passport expected to be ready by the end of the year.
This is a positive step forward for employers as further assessments will not need to be carried out which would otherwise have been needed to obtain that information. It will then be for the employer to consider whether it is reasonable to make such an adjustment which will depend upon the specific circumstances involved.
Flexible working
ACAS has launched a consultation on an update on the new draft Code for handling flexible working requests, which can be found on their website https://www.acas.org.uk/about-us/acas-consultations/code-of-practice-flexible-working-requests-2023
The new code is looking to make some significant changes, which have been widely discussed in the press. The changes means that employees have the right to apply for flexible working from the first day of employment. ACAS are starting to consult on the following points:
Extending the categories of those individuals who may accompany an employee at meetings to discuss a request.
Providing guidance that employers should set out such additional information as is reasonable to help explain their decision.
Providing guidance that employers should allow an appeal where a request has been rejected.
Along with subjects like Menopause ACAS are encouraging employers to take a positive approach to flexible working so that requests are not rejected by default without due consideration and an open dialogue about what may be workable.
If you want to get involved with the consultation ACAS are running please follow the link here.
If you have any questions on these please don't hesitate to contact us at info@ezhr.uk or 0161 843 5678.
