How to Make a Flexible-Working Request in the UK

Check the route and jurisdiction

The statutory right covered here applies to employees in England, Scotland and Wales. It can cover hours, times, days and place of work. Northern Ireland has a different regime, so use nidirect and the Labour Relations Agency for current rules there.

Check your employer's policy because it may be more generous. If the request is connected with disability, consider stating that it is also a reasonable-adjustment request.

Include the required content

Date the request, state that it is a statutory flexible-working request, describe the exact proposed change and give the requested start date. State whether and when you have made an earlier statutory request.

Use a concrete weekly pattern. For example, name working days, core availability, office days and any proposed review point.

Make it workable

Explain how customer cover, handovers, meetings, security and performance would work. Offer alternatives such as a trial, different office days or a phased start without weakening the request into ambiguity.

The employer should consult before refusing and handle the process reasonably. Keep notes of meetings and ask for the decision in writing.

If the answer is no

Read the stated business reason and compare it with what was discussed. Ask whether an alternative or appeal is available. A refusal is not automatically unlawful, but process failures, discrimination or failure to make reasonable adjustments may need separate advice.

Tribunal time limits can be short. Contact Acas, a union or a qualified adviser rather than relying on a general template.

Information only for England, Scotland and Wales as at 25 July 2026. No legal review is claimed.