Flexible working has become a fundamental employment right in the UK, with recent legislative changes making millions more employees eligible to request flexible arrangements. All UK employees now have the right to request flexible working from their first day of employment, marking a significant shift in workplace rights (Guide - GOV.UK). Understanding how to navigate this process effectively can help you achieve a better work-life balance while maintaining professional success.
Read the full guide below or read the quick 60 Second Solution.
You can also request flexible working using the Flexi Worker webapp.
Step-by-Step Guide to Requesting Flexible Working
Flexible Working Request Template
Tips for Requesting Flexible Working
Organisational Responsibilities and Timeframes
If Your Flexible Working Request is Refused
What is Flexible Working?
Definition and Types
Flexible working encompasses various arrangements that differ from traditional working patterns (Guide - ACAS):
- Flexitime: Choosing when to start and end work within agreed parameters
- Compressed hours: Working full-time hours over fewer days
- Part-time work: Working reduced hours
- Job sharing: Splitting one full-time role between two people
- Homeworking: Working from home either fully or partially
- Hybrid working: Splitting time between workplace and home
- Staggered hours: Different start, finish and break times for employees
Who Can Request?
Under current UK law (Guide - GOV.UK):
- All employees can make a statutory flexible working request
- No minimum service requirement applies
- Employees can make two requests in any 12-month period
- Agency workers have different rights depending on their contract
Step-by-Step Guide to Requesting Flexible Working
Step 1: Research Your Employer's Framework
- Check your employment contract and staff handbook
- Review any existing flexible working policies
- Speak with colleagues who have successful flexible arrangements
- Understand your employer's business needs and constraints
Step 2: Write Your Request
You must make a formal written request and it must include the following details to be valid:
- The date of your request
- Statement that this is a statutory flexible working request
- Details of the flexible working pattern you're requesting
- Details of when you want flexible working to start
- Date of any previous application you've made
Step 3: Send Your Request
The flexible working request needs to be sent to your employer which would usually be through your HR department or line manager if you don’t have a HR department.
Requests can be sent by letter, email or using the company’s standard form. Email is most recommended as it is practical and useful for record keeping.
Flexible Working Request Template
[Your Name]
[Your Position]
[Date][Manager's Name]
[Company Name]Formal Flexible Working Request
Dear [Manager's Name],
I am writing to make a formal statutory request for flexible working.
I am requesting [describe the flexible working pattern you want, e.g., "to work from home on Mondays and Wednesdays each week"].
I believe this arrangement could benefit the business because [explain potential benefits such as increased productivity, better focus, reduced commute time, etc.].
To ensure a smooth transition, I propose [outline your practical suggestions for making it work].
I would be happy to discuss this request further and consider a trial period to demonstrate how this could work in practice.
Yours sincerely,
[Your Name]
Tips for Requesting Flexible Working
Building a Business-Focused Argument
- Research industry best practices for flexible working
- Calculate potential cost savings for your employer
- Gather evidence of productivity improvements
- Propose measurable outcomes to evaluate success
Addressing Potential Concerns
- Develop contingency plans for cover during absences
- Outline communication strategies for staying connected
- Suggest key performance indicators to monitor effectiveness
- Propose regular review meetings to assess the arrangement
Disability-Related Requests
If you have a disability:
- Your employer has a duty to make reasonable adjustments
- Flexible working might be considered a reasonable adjustment
- Different legal frameworks may apply under the Equality Act 2010
Organisational Responsibilities and Timeframes
Legal Requirements for Employers
Your employer must:
- Handle requests in a reasonable manner
- Make a decision within two months (unless extended by agreement)
- Only refuse requests based on specific business grounds
- Provide a clear written explanation for any refusal
Valid Reasons for Refusal
Employers can only refuse requests based on these specific grounds:
- Extra costs that will damage the business
- Unable to reorganise work among existing staff
- Unable to recruit additional staff
- Negative impact on quality
- Negative impact on performance
- Detrimental effect on ability to meet customer demand
- Insufficient work during the periods you propose to work
- Planned structural changes to the business
If Your Flexible Working Request is Refused
Understanding Your Options
- Request an appeal if your employer has an appeals process
- Ask for feedback on why your request was refused
- Consider modifying your request to address their concerns
- Wait until you can make another request (after 3 months)
- Seek mediation through ACAS if you believe the decision was unfair
Potential Next Steps
- Gather evidence of how similar arrangements work elsewhere
- Address specific concerns raised by your employer
- Propose a revised arrangement that might be more acceptable
- Seek support from your trade union if you have one
Last reviewed: 14/03/2026
60 Second Summary
Step 1: Prepare Your Case
Before you ask, think about how your role can adapt. Consider business needs, team communication, and how you'll maintain productivity. Research your company's policy and frame your request around business benefits, like increased focus or cost savings.
Step 2: Make a Formal Written Request
You must submit a formal request. A simple email or letter is fine. It must include:
- A clear statement that it is a "statutory flexible working request."
- A description of the change you want (e.g., "work from home on Tuesdays and Thursdays").
- The date you want it to start.
- An explanation of how it might affect the business and how this could be resolved.
Step 3: The Employer's Decision
Your employer must:
- Handle your request "in a reasonable manner."
- Give you a decision within two months.
- Only refuse for one of eight specific business reasons (e.g., unbearable costs, negative impact on quality, or inability to reorganise work).
Step 4: If Your Request is Refused
If you are turned down:
- Ask for a clear explanation and consider appealing the decision.
- You can modify your request to address their concerns.
- You can make two requests in any 12-month period.