Source · Select Committees · Work and Pensions Committee
Recommendation 31
31
Acknowledged
The pandemic has led to a sharp increase in the number of people working remotely.
Recommendation
The pandemic has led to a sharp increase in the number of people working remotely. It is clear from the evidence we heard that while remote working has created new access barriers for some disabled people, for many others it has aided their participation in the labour market. The evidence we heard suggests that the majority of disabled people want to continue working remotely after the pandemic. The Government should support their right to do so. The Government should work with employers to ensure that disabled people are supported to work in an environment that suits them best: whether this is from home or at their place of work. To that end, the Government should amend current legislation and give workers the statutory right to request remote or flexible working from of the beginning of their employment. In some industries or some roles it may not currently be feasible for workers to carry out their roles remotely. As with the existing right to request flexible working for employees with at least 26 weeks’ service, employers should follow Acas’ Code of Practice on dealing with flexible working requests in a reasonable manner, which should involve weighing the benefits of any changes against any adverse impact on the business. It should also work with employers to ensure that their places of work are inclusive and accessible for all, so that disabled people who do not want to work from home are well supported. (Paragraph 142) Disability employment gap 77
Government response summary AI-generated
The government highlights the recently published National Disability Strategy and its aim to improve disabled people's lives and employment, committing to reviewing engagement with disabled people. However, it does not specifically address the recommendation to amend legislation for a statutory right to request remote or flexible working from the start of employment.
Summary of the government's response below — read the verbatim text to verify.
Government Response
Acknowledged
HM Government · verbatim extract
Acknowledged
Flexible / Remote working The Government recognises that there is no ‘one size-fits-all’ approach to flexible working arrangements and that the extent to which remote working is suitable for individuals will depend on personal and organisational circumstances. It is therefore important that any such arrangements are discussed between employers and employees. Flexible working covers a range of working arrangements around the time, place, and hours of work. The offer of flexible working can bring benefits to employers and employees alike: it gives employees much-welcomed choice when looking to balance work and life at home; and helps employers to recruit and retain valued staff members. Having access to a flexible working arrangement can also make work more accessible to under-represented groups, including disabled people. On 23 September 2021, BEIS published a consultation on measures to increase the availability and uptake of flexible working. This delivers on the manifesto commitment to ‘encourage flexible working and consult on making it the default unless employers have good reasons not to’ and is an important part of our drive to build back better after the pandemic, helping people to start and stay in work whatever their personal circumstances. The consultation closes on 1 December. Since the onset of the pandemic, it is true that many more people have been working from home with businesses rapidly adapting to remote working, using new technology and finding new ways of working. We recognise that remote working has created opportunities but has not been a positive experience for everyone. There can be negative consequences for workplace culture, people for whom it is not available and those that it does not suit. That is why we need to learn from our experiences through the pandemic and proceed with care, taking the best of what has worked for businesses and their staff, but recognising the potential pitfalls. 22 Disability employment gap: Government response The Government is also working with the Flexible Working Taskforce – a partnership across business groups, trade unions, charities, and government departments – to help inform the Government’s thinking and support employers as we navigate the impact of Covid-19 on future ways of working. In the short-term, the Advisory, Conciliation and Arbitration Service (Acas) – in consultation with the Flexible Working Taskforce – has produced advice on hybrid working, to help employers consider whether this could be an option for their workplace and how to fairly introduce it. Hybrid working is a type of flexible working where an employee splits their time between the workplace and working remotely. The advice covers the existing legal and practical issues associated with this way of working – and includes a section on supporting and managing staff. The Flexible Working Taskforce is also working on developing best practice guidance for employers in this area, which will include advice on inclusion and fairness when making decisions about hybrid working, before moving on to consider how employers are better able to support all forms of flexible working, including short notice requests. HSE – death arising from coronavirus
Read the full response on Parliament ↗