How to Request Flexible Working: Step-by-Step Guide

Making a flexible working request can feel daunting. This step-by-step guide shows you exactly how to request flexible working, what to include, and what to expect from the process.

Before You Request

Step 1: Check Your Eligibility

Are you an employee? The statutory right applies to employees, not workers or contractors.

How long have you worked there? Since April 2024, there's no qualifying period - you can request from day one.

Have you made recent requests? You can make 2 requests per 12-month period. If you've already made 2, you'll need to wait.

Step 2: Decide What You Want

Be specific about:

• What change you want (hours, times, location)
• When you want it to start
• Whether you want it permanently or as a trial

Examples:

• "Reduce to 3 days per week (Monday, Tuesday, Wednesday)"
• "Work from home full-time"
• "Start at 7am and finish at 3pm instead of 9am-5pm"
• "Compressed hours - full-time over 4 days instead of 5"

Step 3: Consider Timing

When to request:

• At least 2-3 months before you need the change (if possible)
• When business is relatively stable
• Not during busiest periods (though you can request any time)

Common times people request:

• Before starting a new job (part of offer negotiation)
• After maternity/paternity/adoption leave
• When children start school
• After a change in caring responsibilities
• After diagnosis of health condition
• Approaching retirement

Step 4: Anticipate Questions

Think about:

• How your work would be covered
• Impact on colleagues
• Any practical issues
• Whether you're open to modifications

(Note: You don't need to explain these in your request since April 2024, but thinking about them helps you discuss constructively)

Writing Your Request

What Must Be Included

Essential elements:

1. In writing - email or letter (not verbal)
2. Dated - include the date you're submitting it
3. Statement - say it's a statutory flexible working request
4. Specific change - exactly what you want to change
5. Start date - when you want the change to take effect

Since April 2024, you DON'T need to include:

• How the change would affect the employer
• How the employer could deal with any effects
• Detailed justification

Template Structure

Subject line (if email): Statutory Flexible Working Request

Opening: "I am writing to make a statutory flexible working request under the Employment Rights Act 1996."

Current arrangement: "I currently work [describe current pattern]."

Requested change: "I would like to request [describe change you want]."

Start date: "I would like this arrangement to begin from [date]."

Closing: "I confirm this is a statutory flexible working request. I look forward to discussing this with you."

Example Request 1: Part-Time

Subject: Statutory Flexible Working Request

Dear [Manager Name],

I am writing to make a statutory flexible working request under the Employment Rights Act 1996.

I currently work full-time, Monday to Friday, 9am to 5pm (37.5 hours per week).

I would like to request to work part-time, 3 days per week: Monday, Wednesday, and Friday, 9am to 5pm (22.5 hours per week).

I would like this arrangement to begin from 1 September 2025.

I confirm this is a statutory flexible working request. I look forward to discussing this with you.

Yours sincerely,
[Your name]
[Date]

Example Request 2: Working from Home

Subject: Statutory Flexible Working Request

Dear [Manager Name],

I am writing to make a statutory flexible working request under the Employment Rights Act 1996.

I currently work from the office Monday to Friday, 9am to 5:30pm.

I would like to request to work from home on Tuesdays and Thursdays each week, continuing to work from the office on Mondays, Wednesdays, and Fridays.

I would like this arrangement to begin from 1 June 2025.

I confirm this is a statutory flexible working request. I look forward to discussing this with you.

Yours sincerely,
[Your name]
[Date]

Example Request 3: Compressed Hours

Subject: Statutory Flexible Working Request

Dear [Manager Name],

I am writing to make a statutory flexible working request under the Employment Rights Act 1996.

I currently work Monday to Friday, 9am to 5pm (37.5 hours per week).

I would like to request compressed hours, working Monday to Thursday, 8am to 6pm (40 hours per week, including unpaid lunch), with Fridays off.

I would like this arrangement to begin from 15 July 2025.

I confirm this is a statutory flexible working request. I look forward to discussing this with you.

Yours sincerely,
[Your name]
[Date]

Example Request 4: Flexitime

Subject: Statutory Flexible Working Request

Dear [Manager Name],

I am writing to make a statutory flexible working request under the Employment Rights Act 1996.

I currently work Monday to Friday, 9am to 5pm.

I would like to request flexitime, with core hours of 10am to 3pm, and flexibility to start between 7am and 10am and finish between 3pm and 7pm, maintaining my total hours of 37.5 per week.

I would like this arrangement to begin from 1 August 2025.

I confirm this is a statutory flexible working request. I look forward to discussing this with you.

Yours sincerely,
[Your name]
[Date]

Submitting Your Request

Who to Send It To

First choice: Your line manager

If not appropriate: HR department

Check company policy: Some companies specify who should receive requests

Method

Email: Most common and creates automatic record

Letter: Formal option, get receipt or send recorded delivery

Not acceptable: Verbal request only (must be in writing)

Keep a Copy

Save:

• Your original request
• Proof of submission (email sent confirmation, recorded delivery receipt)
• Any response from employer

What Happens Next

Stage 1: Acknowledgment (Within Days)

Employer should acknowledge your request promptly (usually within a few days).

They might:

• Confirm receipt
• Ask for clarification (if request unclear)
• Arrange a meeting

Stage 2: Consultation Meeting (Within 2 Months)

Mandatory since April 2024: Employer must meet with you to discuss the request before making a decision.

Purpose of meeting:

• Understand your request fully
• Discuss any concerns or questions
• Explore alternatives or modifications
• Allow you to respond to concerns

Prepare for the meeting:

• Think about why you want the change
• Be ready to discuss practical aspects
• Consider whether you'd accept modifications
• Remain professional and positive

Stage 3: Decision (Within 2 Months)

Employer must decide within 2 months of receiving your request (including any appeal).

Possible outcomes:

1. Approved - change goes ahead as requested
2. Modified approval - employer proposes alternative (needs your agreement)
3. Refused - employer refuses for one of 8 valid business reasons

Stage 4: Written Confirmation

Employer must confirm decision in writing.

If approved:

• Details of new arrangement
• Start date
• Confirmation it's permanent (or if temporary, the review date)

If refused:

• Which of the 8 grounds applies
• Explanation of why that ground applies
• Right to appeal

If Your Employer Doesn't Respond

2-Month Deadline

The entire process must complete within 2 months unless you agree to extend in writing.

If they miss the deadline:

• Chase them (email reminder)
• If still no response, you can treat it as a deemed refusal
• You have grounds to claim at employment tribunal

Tips for a Successful Request

Tip 1: Be Clear and Specific

Vague requests are harder to assess.

Vague: "I'd like more flexibility"

Specific: "I'd like to work from home on Fridays"

Tip 2: Give Reasonable Notice

While you can request any time, giving 2-3 months' notice shows consideration and allows time for planning.

Tip 3: Be Open to Discussion

Your employer might suggest modifications. Be willing to discuss and compromise.

Example:

• You request 3 days/week
• They offer 4 days/week
• Consider whether that works for you

Tip 4: Stay Professional

• Keep the tone professional and positive
• Focus on the arrangement, not personal circumstances (though you can mention them in discussion)
• Be solution-focused

Tip 5: Check Your Contract

See if your contract already mentions flexible working or has specific processes to follow.

Tip 6: Know Your Rights

Understand:

• Employer must consider it properly
• Can only refuse for 8 specific reasons
• Must consult before refusing
• 2-month deadline

Tip 7: Keep Records

Document everything:

• Your request
• Emails and correspondence
• Meeting notes
• Decision letters

Special Situations

Requesting Before You Start a New Job

Can you request during recruitment?

Yes, you can ask, but the statutory process only starts once you're employed.

Approach:

• Mention it during offer negotiation
• Some employers will agree upfront
• Get it in writing in your contract

Requesting During Probation

You can request from day one, including during probation.

Employer must follow the same process.

Multiple Changes in One Request

You can request multiple changes in a single request.

Example: "I'd like to reduce to 4 days per week AND work from home on Fridays."

This counts as ONE request (not two).

Withdrawing Your Request

You can withdraw your request at any time before a decision is made.

Effect: Doesn't count toward your 2-per-year limit if withdrawn.

Common Mistakes to Avoid

Mistake 1: Verbal Request Only

Must be in writing. Verbal discussion doesn't start the statutory process.

Mistake 2: Not Dating It

Include the date. The 2-month deadline runs from the date of your request.

Mistake 3: Being Too Vague

"I want flexible working" doesn't give employer enough to assess. Be specific.

Mistake 4: Not Saying It's a Statutory Request

State clearly it's a statutory flexible working request. This triggers the legal protections.

Mistake 5: Giving Impossible Start Dates

Requesting change from tomorrow may be unrealistic. Give reasonable notice.

Mistake 6: Not Keeping Copies

Always keep proof of what you requested and when.

After Your Request Is Approved

Contract Change

Once approved, your flexible working arrangement becomes part of your contract.

Get it in writing:

• Updated contract or
• Written confirmation or
• Contract variation letter

Trial Period

Employer may offer a trial (e.g., 3-6 months).

Agreement should specify:

• Trial length
• Review criteria
• What happens at end (make permanent or revert)

Permanent Change

If agreed as permanent (not a trial), the change stays unless:

• You and employer mutually agree to change it
• You make another flexible working request later

Key Takeaways

• Must be in writing, dated, state it's statutory request
• Be specific about change wanted and start date
• No need to explain impact on employer (since April 2024)
• Employer must consult with you before deciding
• 2-month deadline for entire process
• Keep copies of everything
• Be open to discussion and compromise
• Know your rights but stay professional

Making a flexible working request is straightforward if you follow the process. Be clear, specific, professional, and patient, and you maximize your chances of success.