Predictable Working Requests

Acas has launched a consultation for a new Code of Practice regarding requests for a predictable working pattern, which is expected to come into force in Autumn 2024.

A predictable working request is when a worker requests a more predictable working pattern in terms of the hours they work, the times they work, or the length of their contract. This means that these rules will largely apply to zero-hour and fixed-term contracts.

The new rules will guide employers on what to do if an employee makes a predictable working request. They state that once an employee makes a request for a predictable working pattern then the employer will be required to respond to it within one month.

You will be able to approve or deny a predictable working request, however, if you do wish to deny it it must be for one of eight statutory reasons. These are the same as the eight statutory reasons for denying a flexible working request, which are:

1. The burden of additional costs

2. An inability to reorganise work amongst existing staff

3. An inability to recruit additional staff

4. A detrimental impact on quality

5. A detrimental impact on performance

6. Detrimental effect on the ability to meet customer demand

7. Insufficient work for the periods the employee proposes to work

8. Planned structural change to the business

It is likely that employees will have the right to make this request after 26 weeks' service, however, it is still to be confirmed by Acas whether or not this will be the case.