How to ask for flexible working

Since April 2024, all employees have the right to request flexible working from day one of employment. Here's how to make a compelling request — and what to do if it's refused.

Your right to request flexible working

Since 6 April 2024, the right to request flexible working applies from the first day of employment for all employees in the UK. You can make up to 2 requests in any 12-month period. Your employer must respond within 2 months and must give a reason if they refuse.

What counts as flexible working?

• Reduced hours or part-time working
• Compressed hours (e.g. 5 days' work in 4 days)
• Flexible start and finish times (flexitime)
• Working from home or hybrid working
• Job sharing
• Term-time working (school hours only)
• Annualised hours

How to make your case

A flexible working request is more likely to be approved when it's framed around business benefit, not personal preference. Ask yourself: how can I argue that this arrangement works for the company, not just for me?

• Productivity evidence: "I've worked from home on Fridays for the last month and my output has been consistently above target"
• Role suitability: "The nature of my work is largely independent and can be done effectively without being in the office daily"
• Precedent: "Several colleagues in similar roles already have this arrangement"
• Business continuity: Explain how you'll maintain availability for meetings, clients and colleagues

Formal request template

What if they say no?

Your employer must give a business reason for refusal from a permitted list (e.g. burden of additional costs, detrimental effect on performance, inability to reorganise work). If they refuse without a valid reason or without following the process, you can raise a grievance or make an Employment Tribunal claim.