Flexible Working Policy Template for UK Businesses
A flexible working policy sets out how your organisation handles requests for changes to working patterns, including part-time working, compressed hours, flexitime, job-sharing, and remote or hybrid working. Since April 2024, the right to request flexible working is a day-one right under the Employment Relations (Flexible Working) Act 2023, which amended the Employment Rights Act 1996. Employers must deal with requests in a reasonable manner and respond within two months.
Who Needs This Policy?
Every UK employer needs a flexible working policy. Since April 2024, all employees have the right to request flexible working from day one of employment — the previous 26-week qualifying period was removed by the Employment Relations (Flexible Working) Act 2023. Employees can make two requests per year (up from one). Employers must consult with the employee before refusing a request and can only refuse on one of eight statutory grounds set out in section 80G of the Employment Rights Act 1996.
What's Covered
This flexible working policy template covers 13 key sections:
Purpose
[your details] is committed to supporting employees to balance their work and personal lives. We recognise that flexible...
Scope
All employees of [your details] have the statutory right to request flexible working from their first day of employment ...
Making a Request
To make a statutory flexible working request, the employee should submit the request in writing (letter or email) to [yo...
Procedures -- Considering the Request
On receiving a valid request, [your details] will: 1. in writing within 5 working days. 2. with the employee to discu...
Procedures -- Decision
[your details] will communicate the decision in writing within 2 months of the date the request was made (including any ...
Statutory Grounds for Refusal
Under section 80G of the Employment Rights Act 1996, [your details] may only refuse a flexible working request on one or...
Procedures -- Appeal
If the request is refused, the employee may appeal in writing to [your details] within [your details] working days of re...
Conflicting Requests
If multiple employees submit flexible working requests that conflict with each other (for example, two employees in the ...
Withdrawal of a Request
An employee may withdraw their flexible working request at any time by notifying [your details] in writing. [your detai...
Protection from Detriment
Employees who make a flexible working request, or who support someone else's request, will not be subjected to any detri...
Roles and Responsibilities
are responsible for: - Submitting requests in writing with the required information - Engaging constructively in discus...
Related Policies
This policy should be read alongside: - Equality and Diversity Policy - Parental Leave Policy - Maternity Leave Policy ...
Review
This policy will be reviewed annually, or sooner if there are changes to the ACAS Code of Practice on Flexible Working R...
Legal Framework
This policy template is grounded in the following UK legislation and guidance:
How Complaiance Helps
Our flexible working policy goes beyond a generic template:
- Fully updated for the 2024 changes including day-one right and two requests per year
- Step-by-step process covering application, consultation meeting, decision, and appeal
- All eight statutory grounds for refusal explained with practical examples
- Trial period provisions to test flexible arrangements before making permanent changes
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Get Started FreeFrequently Asked Questions
Is flexible working a day-one right in the UK?
Yes, since 6 April 2024. The Employment Relations (Flexible Working) Act 2023 removed the previous requirement for 26 weeks' continuous service. All employees now have the right to request flexible working from their first day of employment. They can also make two requests in any 12-month period (previously one). Employers must respond within two months and must consult with the employee before refusing.
On what grounds can an employer refuse a flexible working request?
Section 80G of the Employment Rights Act 1996 lists eight grounds: burden of additional costs, detrimental effect on ability to meet customer demand, inability to reorganise work among existing staff, inability to recruit additional staff, detrimental impact on quality, detrimental impact on performance, insufficiency of work during the proposed periods, and planned structural changes. The employer must consult with the employee before refusing and explain which ground applies.
Can an employer force employees back to the office?
If an employee's contract specifies office-based working, the employer can generally require attendance. However, if remote or hybrid working has become an established custom and practice, unilaterally changing it could amount to a breach of contract. Employees can also make a formal flexible working request. Any refusal must be on one of the eight statutory grounds, and the employer must consult before deciding.