In Brief: How to Handle Flexible Working Requests
Flexible working is now a core part of UK working life, and 2024 legal changes have strengthened employees’ rights. Staff can request flexible working from day one, make two requests per year, and must receive a response within two months. Employers are required to consult before refusing a request and can only reject it for specific statutory business reasons. For employees, a clear, well-prepared request that explains the proposed arrangement and addresses business impact improves the chance of success. For employers, fair, consistent handling and updated policies are essential to remain compliant, reduce risk, and support engagement, retention and workplace wellbeing.
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Flexible working is no longer a “nice to have”. Across the UK, it has become a mainstream expectation – and from 2024, the legal framework around flexible working requests changed significantly. For employers, getting this right is essential for compliance, engagement and retention. For employees, understanding how to make a strong request for flexible working can make all the difference.
In this guide, we explain what a flexible working request is, how the law works in the UK, common flexible working request reasons, and how employers should respond – including when a flexible working request is declined.
What Is a Flexible Working Request?
A common question we hear is: what is a flexible working request?
A flexible working request is a formal request made by an employee to change:
- their working hours
- their working pattern
- their place of work (for example, home or hybrid working)
Examples include:
- a flexible working hours request (such as compressed hours or part-time work)
- adjusted start and finish times
- job sharing
- remote or hybrid working arrangements
Under UK law, employees make these requests through a statutory process, and employers must deal with them in a reasonable manner.
Flexible Working Request UK: What Changed in 2024?
The flexible working request changes 2024 marked a significant shift in employee rights.
Key changes include:
- Employees can now request flexible working from day one of employment
- Employees can make two flexible working requests per year (previously one)
- Employers must consult with the employee before rejecting a request
- Employers must respond within two months (previously three)
These flexible working request changes mean employers need clear processes, up-to-date policies, and confident managers who understand how to handle requests lawfully.
Requesting Flexible Working: How Employees Should Approach It
Whether an employee is requesting flexible working for childcare, health, caring responsibilities or work-life balance, preparation is key.
A strong application request for flexible working should:
- clearly explain the change being requested
- outline the reasons for the flexible working request
- show how the arrangement could work in practice
- address any potential business impact
Common flexible working request reasons include:
- childcare or school schedules
- caring for dependants
- managing health or disability
- reducing commuting time
- improving productivity and wellbeing
Understanding these reasons for a flexible working request helps employers respond fairly and empathetically.
Flexible Working Requests: Employer Responsibilities
Handling flexible working requests correctly isn’t just about avoiding legal risk – it’s about building trust.
Employers must:
- acknowledge the request promptly
- consult with the employee
- assess the request objectively
- consider alternatives where appropriate
- provide a clear written outcome
Each flexible working request an employer receives should be assessed individually, not dismissed based on assumptions or past precedent.
When a Flexible Working Request Is Declined
Sometimes, despite best intentions, a flexible working request is declined. This can be difficult for both parties, but it must be handled carefully.
Under UK law, a flexible working request denied or a flexible working request refused must be based on one (or more) of the statutory business reasons, such as:
- the burden of additional costs
- detrimental impact on quality or performance
- inability to reorganise work
- insufficient work during proposed hours
These are the lawful reasons to decline a flexible working request – but they must be supported by evidence, not opinion.
Reasons to Reject a Flexible Working Request (and How to Do It Fairly)
Employers often ask us about the correct reasons to reject a flexible working request.
If a decision is made to refuse a flexible working request, best practice includes:
- explaining the decision clearly and respectfully
- referencing the specific business reason
- showing that alternatives were considered
- offering the right to appeal
Handled poorly, declining a flexible working request can damage morale and increase the risk of discrimination claims – particularly where requests relate to childcare, disability or health.
Flexible Working Request Changes: Why Policy Reviews Matter
With ongoing flexible working request changes, many organisations are finding their policies are out of date.
Employers should review:
- flexible working policies
- manager training and guidance
- request templates and decision records
- appeal processes
Clear, consistent handling of flexible working requests protects your business and supports a positive employee experience.
How Wright People HR Can Help
At Wright People HR, we support organisations across the UK with:
- drafting and reviewing flexible working policies
- advising on complex flexible working request reasons
- supporting managers when a flexible working request is denied
- ensuring compliance with flexible working request changes 2024
- reducing risk while maintaining fairness and flexibility
Whether you’re an employer navigating multiple flexible working requests, or an employee unsure how to request flexible working, expert HR advice makes all the difference.
Final Thoughts
Flexible working is here to stay. Understanding what is a flexible working request, how the UK process works, and how to handle requests lawfully and compassionately is essential for modern workplaces.
Handled well, flexible working requests can improve retention, productivity and wellbeing. Handled badly, they can lead to conflict, disengagement and legal risk.
If you’d like tailored advice on UK requirements for flexible working requests, Wright People HR is here to help.
Contact us today to discuss how we can help you handle flexible working requests or deal with any other HR issue.
