How to Make a Flexible Working Request (UK Rules and a Template)

Your right to ask for flexible working in the UK explained: who can ask, what to put in your request, how long your employer has to decide, the eight reasons they can refuse, and a ready-to-use template.

By Tony Musso on Sat Oct 17 2026

If you want to change your hours, days or where you work, you can make a flexible working request. In England, Scotland and Wales, employees have had the right to ask from their first day in a job since 6 April 2024. Your employer does not have to say yes, but they must deal with your request properly, consult you before refusing and give a decision within a set time.

This guide explains the rules, what to include, how to make a strong case and what to do if the answer is no, with a template you can adapt.

What counts as flexible working?

Flexible working means any change to when, where or how long you work. Common requests include:

• Part-time hours or fewer days a week
• Compressed hours: full-time hours over fewer days, such as a four-day week of longer days
• Flexitime: choosing start and finish times around core hours
• Hybrid or home working
• Job sharing
• Staggered hours, such as starting early to finish for the school run
• Annualised hours: an agreed number of hours across the year
• Term-time working

Your rights in England, Scotland and Wales

Since 6 April 2024, under the Employment Relations (Flexible Working) Act 2023 and the updated regulations:

The right applies to employees. Agency workers have a more limited right, and the rules in Northern Ireland are different, so check nidirect if you work there. Further changes to flexible working are planned under the government's employment rights reforms, so check GOV.UK and Acas for the latest position before you apply.

Your employer should follow the Acas Code of Practice on flexible working requests, which says requests should be handled reasonably and you can bring a companion to the discussion.

The eight reasons an employer can refuse

An employer can only refuse a statutory request for one or more of these business reasons:

1. The burden of additional costs
2. A detrimental effect on the ability to meet customer demand
3. An inability to reorganise work among existing staff
4. An inability to recruit additional staff
5. A detrimental impact on quality
6. A detrimental impact on performance
7. Not enough work during the periods you propose to work
8. Planned structural changes

They should explain which reason applies and why. A refusal must also not be discriminatory. For example, refusing requests from women with childcare responsibilities more often than others could be indirect sex discrimination.

What to include in your request

A statutory request must be in writing, which includes email. It should say:

• The date of your request
• That it is a statutory request for flexible working
• The change you are asking for, such as your new hours, days or location
• When you would like the change to start
• Whether you have made a previous request, and if so, when

You don't have to explain why you want flexible working, but a short reason can help your employer understand and agree.

How to make a strong case

Your employer is weighing your request against the eight business reasons, so get ahead of them:

• Show how the work will still get done. Explain how you will cover key tasks, meetings and handovers.
• Address customer and team needs. For example, offering to stay contactable on core days or covering a busy morning.
• Suggest a trial period, such as three months with a review. This lowers the risk for your employer.
• Be flexible on the details. If you want four days, say which day off would suit the team best.
• Point to evidence. If you have worked from home successfully before, or colleagues already work the pattern you want, mention it.

Flexible working request template

Subject: Statutory flexible working request Dear [Manager's name], I am writing to make a statutory request for flexible working under the Employment Rights Act 1996, as amended. I would like to change my working pattern from [current pattern, e.g. Monday to Friday, 9am to 5:30pm] to [requested pattern, e.g. Monday to Thursday, 8am to 6pm, with Fridays off]. I would like this change to start from [date]. I believe this can work well for the team because [how the work will be covered, e.g. my client calls are mostly Monday to Wednesday, and I would hand over any urgent Friday tasks to a named colleague]. I would be happy to start with a three-month trial and review how it is working. I [have not made a previous flexible working request / made a previous request on (date)]. I would welcome the chance to discuss this with you. Yours sincerely, [Your name] [Date]

What happens next

1. Your employer considers the request and should arrange to discuss it with you, especially if they are thinking of refusing.
2. They make a decision within two months, unless you agree an extension.
3. If they agree, the change is usually permanent unless a trial period was agreed. Ask for confirmation in writing, because your contract changes.
4. If they refuse, they should tell you the business reason. Many employers offer an appeal, and the Acas Code says they should.

If your request is refused

• Ask for the reasons in writing and whether there is an appeal process.
• Consider a compromise, such as a different day off, a shorter trial or partial home working.
• Make another request later. You can make up to two statutory requests in 12 months.
• Get advice from Acas, your union or Citizens Advice if you think the process was not followed or the refusal was discriminatory. You may be able to bring an employment tribunal claim, but there are strict time limits.

If flexible working is not possible in your current job, it may be time to look at roles that offer it from the start. Our guide to work from home jobs in the UK covers roles that are commonly remote or hybrid, and part-time jobs lists options with fewer hours.

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