Flexible working means changing when, where or how much you work. That could be part-time hours, compressed hours, job sharing, staggered start times or working from home some days. In Great Britain, most employees have a legal right to ask for it, and employers must handle requests in a reasonable way.
Who can ask
Employees can make a statutory flexible working request. Since April 2024, you can do this from your first day in a job, rather than after 26 weeks. Agency workers have a separate right in certain circumstances. If you are not an employee, you can still ask informally. Check GOV.UK for the latest position, because the law on employment rights is under review.
How many requests
Since April 2024, you can make two statutory requests in any 12-month period. Your employer must decide within two months of receiving your request, including any appeal. They are also expected to consult with you before refusing.
What to include
A statutory request should be in writing and say that it is a statutory request. It should include the date, the change you are asking for and the date you want it to start. You no longer have to explain what effect the change may have on the employer, though it is usually sensible to show how the arrangement could work.
Writing a persuasive request
- Be specific: "work 8am to 4pm Monday to Thursday" is clearer than "more flexibility".
- Show how your tasks will be covered and how colleagues and customers can reach you.
- Suggest a trial period of three to six months with a review.
- Be honest about the benefits for you and the business, such as fewer sick days, better focus or longer coverage hours.
- Offer to talk through concerns before the decision.
How an employer must respond
An employer must deal with the request reasonably. Normally that means a meeting, a decision in writing and a right to appeal. An employer can only refuse for one of eight business reasons, such as extra costs, an inability to reorganise work among existing staff, a detrimental effect on quality or performance, or a lack of work during the periods you want to work. They must tell you which reason applies and why.
If you are refused
You can appeal if the process allows it. If you feel the employer did not follow the process, or refused for a reason that is not one of the permitted ones, speak to Acas. You may be able to bring a tribunal claim on the basis that the request was not handled reasonably. Time limits are short, so do not wait.
If it is agreed
A flexible working change is usually a permanent change to your contract unless the agreement says it is temporary. Ask for the new terms in writing. If you agreed a trial, make sure the end date and review process are clear.
Flexible working and discrimination
Sometimes a refusal can be unlawful discrimination, for example if it disadvantages women, disabled people or people with caring responsibilities in a way that cannot be justified. If you think that applies, get advice.
Job hunting with flexibility in mind
If flexible working matters, check adverts for words like hybrid, remote or part-time. Ask at interview how flexibility works in practice, and for the policy in writing before accepting an offer.
Sources
General information, not legal advice.
We write for jobseekers, check important claims and link to official sources where rules may change.