Definition
The statutory right of all UK employees to formally request a change to their working pattern, including hours, times, or place of work. Employers must deal with requests reasonably and can only refuse for specified business reasons.
UK Context
From April 2024, the Employment Relations (Flexible Working) Act 2023 extended the right to request from day one of employment. Employees can make two requests per year, and employers must respond within two months. The employer must consult with the employee before refusing a request.
Best Practices
- Have a clear policy explaining how to make a request and the process that will be followed
- Meet with the employee to discuss their request and explore alternatives if the exact request cannot be accommodated
- Keep records of all requests, meetings, and decisions for consistency and compliance
Frequently Asked Questions
What are the eight business reasons for refusing flexible working?
The eight reasons are: burden of additional costs, detrimental effect on ability to meet customer demand, inability to reorganise work, inability to recruit additional staff, detrimental impact on quality, detrimental impact on performance, insufficiency of work during proposed hours, and planned structural changes.
What changed about flexible working requests in 2024?
From April 2024, the right applies from day one, employees can make two requests per year, employers must consult before refusing, and must respond within two months.