Flexible Working Request UK: Rules & Process (2025)

Overview

A flexible working request is a formal approach made by an employee asking their employer to change the way they work. The changes covered are broad: they can relate to when you work (start and finish times, compressed hours, annualised hours), where you work (home, hybrid, a different site), or how many hours you work (part-time, job share, term-time only).

The statutory right to make such a request sits within the Employment Rights Act 1996, as amended by the Employment Relations (Flexible Working) Act 2023 and associated regulations. Since 6 April 2024, the right is a day-one right, meaning the previous 26-week qualifying period no longer applies.

Employees can now make two statutory requests in any twelve-month period, and employers must deal with each request within two months unless both parties agree to extend. The employer is not obliged to say yes, but they must handle the request in a reasonable manner and can only refuse on one of the statutory grounds set out in legislation.

Key steps

1. Check what your employer already offers. Before putting anything in writing, have a look at your contract, staff handbook, intranet or HR policies. Some employers already run informal flexible arrangements or have their own internal form. Understanding the existing framework helps you frame a request that stands a realistic chance of being approved and shows you have thought it through. 2. Put your request in writing. A statutory request must be made in writing, dated, and must state that it is a statutory flexible working request. Set out clearly what change you are asking for, the date you would like it to start, and whether you have made any previous statutory request. You no longer need to explain the impact on the business or suggest how it could be managed, though doing so voluntarily can strengthen your case. 3. Attend a consultation meeting. Under the current rules, your employer must consult with you before refusing a request. This is usually a meeting, either in person or remote, where you can talk through your proposal, discuss any concerns the business has, and explore compromises such as a trial period or a partial change. Go in prepared with practical answers to likely questions about cover, handovers and team impact. 4. Wait for the written decision. Your employer has two months from the date of your request to give you a decision, unless you both agree to extend that period. If the answer is yes, the change to your terms becomes permanent unless agreed otherwise, so check the details carefully. If the answer is no, the refusal must be based on one of the eight statutory business reasons, such as additional costs, inability to reorganise work, or detrimental effect on performance. 5. Consider your options if refused. If your request is declined, ask for a clear explanation of the reasoning. Many employers offer an internal appeal process, and it is worth using it. Where you believe the decision was handled unreasonably, based on incorrect facts, or amounted to discrimination linked to a protected characteristic, you may be able to raise a grievance or bring a claim in the employment tribunal.