Who can make a flexible working request?

Since April 2024, all employees in England, Scotland, and Wales have the right to request flexible working from day one of UK employment. This is a statutory right under the UK Employment Rights Act 1996 as amended by the Employment Relations (Flexible Working) Act 2023.

How many requests can I make per year?

You can make up to two statutory flexible working requests in any 12-month period. This was increased from one request under the 2023 reforms.

Can my employer refuse my request?

Yes, but only for one of eight specific business reasons set out in the legislation. The employer must also consult with you before making a decision and must respond within two months.

Do I have to explain why I want flexible working?

Under the 2023 reforms, employees are no longer required to explain the effect the change would have on the employer or suggest how it could be dealt with. However, including this information voluntarily can strengthen your request.

What types of flexible working can I request?

You can request any change to your hours, times, or place of work. Common examples include part-time hours, compressed hours, flexitime, job sharing, staggered hours, annualised hours, and working from home.

How long does my employer have to respond?

Your employer must make a decision within two months of receiving your request, including any appeal. A longer period can be agreed between you and your employer.

What if my employer does not respond?

If your UK employer fails to respond within the time limit, fails to consult with you, or refuses for a reason not on the statutory list, you can make a complaint to a British employment tribunal. The tribunal can award compensation of up to eight weeks' pay under English law.

Can I suggest a trial period?

Yes, suggesting a trial period is a practical way to demonstrate that the arrangement can work. It gives both you and your employer confidence before committing to a permanent change. This is encouraged by ACAS as good practice.

EmploymentUnited Kingdom

Free Flexible Working Request Template

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Sarah Louise Mitchell

42 Oakwood Lane, Manchester M15 6HT
Tel: 07700 900123

sarah.mitchell@example.co.uk

2026-04-17

James Richardson

Head of Marketing
20 Deansgate, Manchester M3 1FT
Employee No: EMP-2847

Re: Statutory Flexible Working Request — Marketing Manager

Proposed start: 2026-06-01

Dear James Richardson,

I am writing to make a formal statutory flexible working request under sections 80F to 80I of the Employment Rights Act 1996 (as amended by the Employment Relations (Flexible Working) Act 2023 and the Flexible Working (Amendment) Regulations 2023), which, since 6 April 2024, provides all employees with a day-one right to request flexible working.

STATUTORY BASIS OF THIS REQUEST

This is a statutory request made under ERA 1996 s.80F. I confirm that: (a) I am an employee of Bright Solutions Ltd (employment commenced 2022-03-14); (b) I understand an employee may make up to two statutory requests in any 12-month period; and (c) I have set out all information required by s.80F(2) in this letter, including the change requested, its proposed effective date, and the statement that this is a statutory request. I would ask you to acknowledge receipt of this request in writing.

MY CURRENT WORKING ARRANGEMENTS

My current working arrangements are as follows:

Job title: Marketing Manager — Marketing
Contract type: Full-time
Hours per week: 37.5 hours per week
Usual workplace: Head Office, Manchester
Working pattern: Monday to Friday, 09:00-17:30 with one hour unpaid lunch break

CHANGE REQUESTED

I am asking you to agree to the following change to my terms and conditions of employment:

Type of change: Hybrid Working
Proposed hours: 37.5 hours per week (no change)
Proposed new working pattern: Monday to Wednesday in the office (09:00-17:30), Thursday and Friday working from home. Core collaboration hours 10:00-16:00.
Proposed effective date: 2026-06-01
Duration: Trial period of 3 months, after which the arrangement would be reviewed and (subject to agreement) become permanent.

REASON FOR MY REQUEST

I am requesting this change to better balance my childcare responsibilities following the birth of my second child and the move of my elder child to primary school. A hybrid arrangement would allow me to manage the school run on my home-working days.

Since 6 April 2024 employees are no longer required to explain the effect of their request on the employer (that duty has been repealed); however, I have set out the context above to assist your consideration.

RELEVANT PERSONAL CIRCUMSTANCES

I would respectfully ask you to consider this request with regard to my childcare responsibilities. A refusal of this request without careful consideration could amount to indirect discrimination contrary to section 19 of the Equality Act 2010. Additional context: My partner works shift patterns and is unavailable to do the morning school drop-off two weekdays per week..

HOW THE NEW ARRANGEMENT COULD WORK IN PRACTICE

I would ensure all client meetings, team stand-ups and workshops are scheduled on my in-office days. I have a dedicated home office, full-fibre broadband and the necessary equipment. I would check the team Slack at the start of every home-working day.

IMPACT ON THE TEAM AND BUSINESS

My role is largely project-based and a significant proportion can be delivered asynchronously. I have completed two quarters under informal hybrid working at the Company's request, during which my performance rating was "Exceeding" and team 360-feedback was positive.

PROPOSED SOLUTIONS FOR ANY DIFFICULTIES

I am willing to trial the arrangement for 3 months with monthly reviews; attend the office for any day when business needs require it; and record my working pattern in the team shared calendar.

If you identify any of the eight statutory grounds for refusal under ERA 1996 s.80G(1)(b) (burden of additional costs; detrimental effect on ability to meet customer demand; inability to reorganise work among existing staff; inability to recruit additional staff; detrimental impact on quality; detrimental impact on performance; insufficiency of work during proposed working hours; planned structural changes), I would welcome the opportunity to discuss and propose mitigations.

SUPPORTING DOCUMENTS

Available on request: letter from my children's nursery confirming opening hours; last two performance reviews.

10.

DECISION TIMELINE AND CONSULTATION

Under ERA 1996 s.80G and the ACAS Statutory Code of Practice on Flexible Working, you are required to deal with this request in a reasonable manner and to notify me of your decision within two (2) months of today's date (unless a longer period is agreed in writing between us). I understand that before refusing any request you are required to consult with me. Based on today's date, the statutory decision deadline is 2026-06-17. I would welcome a meeting to discuss this request and am happy to make myself available at a mutually convenient time.

11.

EMPLOYMENT RIGHTS ACT 2024 — REASONABLE-REFUSAL DUTY

I note that the Employment Rights Act 2024 (Royal Assent 2025, commencement staggered through 2026 and 2027) strengthens the duty in ERA 1996 s.80G by requiring an employer to act reasonably in refusing a statutory flexible-working request and to be able to evidence the statutory ground(s) relied on. The ACAS Statutory Code of Practice on Flexible Working (July 2024) is given direct weight in any Employment Tribunal claim under s.207 of the Trade Union and Labour Relations (Consolidation) Act 1992, and Tribunals may adjust awards by up to 25% for unreasonable non-compliance. I therefore respectfully ask that any decision to refuse this request: (a) identifies the specific statutory ground(s) in s.80G(1)(b); (b) explains why the ground is reasonably engaged on the evidence; and (c) confirms what mitigations or alternative arrangements were considered before the decision was reached.

12.

AI / AUTOMATED DECISION-MAKING — REQUEST FOR HUMAN REVIEW

Pursuant to Article 22 of the UK GDPR and the ICO's guidance on AI in HR (2024), I respectfully request that this flexible-working request is not decided solely by automated processing (including AI scoring, rules-based triage or generative-AI summarisation) that produces legal or similarly significant effects on my employment. I ask the Employer to confirm whether any AI / automated tool has been used in the handling of this request and, if so, to provide me with: (a) meaningful information about the logic involved (Article 13(2)(f) / 15(1)(h) UK GDPR); (b) the significance and envisaged consequences of such processing; and (c) the safeguards applied. I reserve the right to request human review of any automated decision under Article 22(3) UK GDPR.

13.

DATA PROTECTION

I understand that any personal data I provide in connection with this request (including any sensitive information about my circumstances) will be processed by the Employer in accordance with the UK General Data Protection Regulation, the Data Protection Act 2018 (as amended by the Data (Use and Access) Act 2025) and the Employer's Employee Privacy Notice, on the legal bases of contract (Art. 6(1)(b)) and legitimate interests (Art. 6(1)(f)), and, where relevant, employment-law compliance under Art. 9(2)(b) and Schedule 1 Part 1 of the Data Protection Act 2018. I note the Data (Use and Access) Act 2025, which amends DPA 2018 (including the new "recognised legitimate interests" lawful basis at Annex 1 paragraph 1 to the DPA 2018 and reduced Article 30 ROPA obligations for low-risk SMEs), and trust that any processing of my data in connection with this request reflects those updated obligations.

I appreciate your consideration of this request and look forward to your written acknowledgement and response within the statutory timeframe. If any part of this letter requires clarification, please contact me by email at sarah.mitchell@example.co.uk or by telephone on 07700 900123.

YOURS SINCERELY,

Sarah Louise Mitchell

Marketing Manager · Employee No: EMP-2847

Date: ____________________

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What Is a Flexible Working Request?

A flexible working request is a formal application by an employee asking their employer to change their working arrangements. This can include changes to working hours, working times, or the location of work — such as switching to part-time hours, compressed hours, or working from home.

Since April 2024, all employees in the UK have the right to request flexible working from day one of employment, following reforms introduced by the Employment Relations (Flexible Working) Act 2023. Previously, employees needed 26 weeks of continuous service before making a request.

UK employers must deal with requests in a reasonable manner and respond within two months. They can only refuse a British flexible working request for one of the eight specified business reasons set out in the UK Employment Rights Act 1996 under English employment law.

What's Covered in This Template

Our flexible working request template guides you through all the information required for a valid statutory request.

Employee Details

Full name, job title, department, and the date of the request.

Current Working Pattern

A description of your current working hours, days, and location.

Proposed Change

The specific flexible working arrangement you are requesting, with as much detail as possible.

Proposed Start Date

When you would like the new arrangement to begin.

Impact Assessment

Your view on how the change might affect the business and how any issues could be managed.

Previous Requests

Whether you have made any previous statutory flexible working requests and when.

Trial Period Suggestion

An optional proposal for a trial period to test the new arrangement before making it permanent.

Supporting Information

Any additional context or circumstances that support your request.

Confirmation Statement

A declaration that this is a statutory request made under the Employment Rights Act 1996.

How to Create a Flexible Working Request

Follow these steps to submit a formal flexible working request using our template.

1
Enter Your Details
Fill in your name, job title, department, employee number, and the date you are making the request.
2
Describe Your Current Pattern
Set out your current working hours, days worked, and normal place of work. This provides the baseline for the proposed change.
3
Explain the Change You Want
Clearly describe the flexible working arrangement you are requesting. Be specific about the hours, days, or location you are proposing and when you would like it to start.
4
Address Business Impact
Explain how you think the proposed change might affect your team and the wider business, and suggest how any potential issues could be addressed.
5
Submit Your Request
Download the completed form as a PDF and submit it to your employer. Your employer must respond within two months of receiving the request.

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Legal Considerations

The right to request flexible working is governed by specific statutory provisions in England and Wales.

This template is for informational purposes only and does not constitute legal advice. Consult a qualified solicitor for advice specific to your situation.

Reviewed for England & Wales law

Day One Right

Following the UK Employment Relations (Flexible Working) Act 2023, which came into force in April 2024, all British employees have the right to request flexible working from the first day of their employment in England and Wales. The previous requirement of 26 weeks' continuous service has been removed. UK employees can now make two statutory requests in any 12-month period, up from one previously.

Employer's Obligation to Consult

UK employers must consult with the employee before refusing a request. The 2023 British reforms require employers to deal with requests in a reasonable manner. The employer in England and Wales must make a decision within two months (reduced from three months), unless a longer period is agreed with the employee.

Permitted Reasons for Refusal

A UK employer can only refuse a flexible working request for one of eight specified business reasons under the UK Employment Rights Act 1996: the burden of additional costs, inability to reorganise work, inability to recruit additional staff, detrimental impact on quality or performance, insufficiency of work for the proposed periods, planned structural changes, detrimental effect on ability to meet customer demand, or any other ground specified by British regulation.

Remedies for Breach

If a UK employer fails to deal with a request properly — for example, by not consulting, not responding within the time limit, or refusing for a reason not on the statutory list — the British employee can complain to an employment tribunal in England and Wales. The tribunal can order the employer to reconsider and may award compensation of up to eight weeks' pay.

Frequently Asked Questions

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