{"id":23415,"date":"2026-01-05T10:19:04","date_gmt":"2026-01-05T10:19:04","guid":{"rendered":"https:\/\/www.riaabarkergillette.com\/uk\/?p=23415"},"modified":"2025-12-19T10:51:11","modified_gmt":"2025-12-19T10:51:11","slug":"flexible-working-requests-a-guide-for-employers-and-employees","status":"publish","type":"post","link":"https:\/\/www.riaabarkergillette.com\/uk\/flexible-working-requests-a-guide-for-employers-and-employees\/","title":{"rendered":"Flexible working requests: A guide for employers and employees"},"content":{"rendered":"\n
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Flexible working is now a central feature of the employment landscape. When managed well, it benefits both employers and employees, supporting operational efficiency, employee engagement and evolving workplace norms.  This guide explains the statutory process for flexible working requests, outlines employer obligations and shares best practices to help navigate requests effectively.  <\/p>\n\n\n\n

What is a statutory flexible working request?<\/h3>\n\n\n\n

A statutory flexible working request is a formal application by an employee to change their contractual terms relating to when, where, or how much they work.\u00a0 Common examples include adjusting working hours, or start\/finish times, working remotely or adopting hybrid arrangements and job-sharing or compressed hours.\u00a0 ACAS guidance<\/a> explains that the aim is to balance business needs with employee circumstances.\u00a0\u00a0<\/p>\n\n\n\n

From 6 April 2024, all employees can make a statutory request<\/a> from day one of their employment. There is no longer a required minimum period of service before they can make a request, and they can now make up to two such requests<\/a> in any 12-month period.\u00a0<\/p>\n\n\n\n

Dealing with a statutory request\u00a0<\/h3>\n\n\n\n

Employees wishing to make a statutory request should meet the requirements to ensure the request is valid and correctly processed. Employers must deal with statutory requests in a \u201creasonable manner\u201d in accordance with the Employment Rights Act 1996<\/a> and the updated ACAS Code of Practice<\/a>.<\/p>\n\n\n\n

1. Review the request<\/strong><\/p>\n\n\n\n

Ensure the request has been validly made.  Acknowledge the request and assess the feasibility, ensuring a response within two months, unless an extension is agreed in writing.<\/p>\n\n\n\n

2. Consultation and decision<\/strong><\/p>\n\n\n\n

If the employer intends to refuse the request, the law now requires them to consult with the employee first.  This discussion should explore alternatives and demonstrate fair consideration.  <\/p>\n\n\n\n

The decision must be communicated clearly, and the acceptance or refusal must be confirmed in writing.\u00a0If accepted, update the employment contract within 28 days.\u00a0 If refused, it is vital to state the business reasons(s) and inform the employee of any appeal process.\u00a0\u00a0<\/p>\n\n\n\n

3. Permitted business reasons for refusal<\/strong><\/p>\n\n\n\n

An employer may only refuse a statutory request based on one or more of the eight permitted business grounds outlined in legislation and the ACAS Code. These include:<\/p>\n\n\n\n