Flexible working UK: a clear process for employer decisions

Flexible working can concern hours, working days, start and finish times or location. The employee's written request should say it is a statutory request, describe the change and proposed start date, and give the date of any previous request.

An employee can make two statutory applications in a 12-month period. Record the date received and the decision deadline immediately; informal conversations should not cause a formal request to disappear from the process.

Employers must handle requests reasonably and discuss a request with the employee before refusing it. Consider the practical impact and possible alternatives rather than relying on a general preference for existing working patterns.

A disability-related request may also engage the separate duty to make reasonable adjustments. Do not assume that considering it only under the flexible working procedure settles that duty.

The normal decision period is two months from the request, unless a longer period is agreed. If accepted, confirm the change and start date, and update the contract as soon as possible and no later than 28 days after approval.

A refusal must rely on one or more permitted business reasons, such as a damaging cost burden, inability to reorganise work or a detrimental effect on quality, performance or customer demand. Explain how the reason applies to the actual proposal and offer an appeal process.