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In Great Britain—England, Scotland and Wales—employees can make a statutory flexible-working request from their first day in a job. Put the request in writing, describe the working pattern you want and when it should begin, and include the required details about any earlier application. A clear proposal that explains how the work could operate will help make the discussion practical.
Check that the statutory procedure applies
The procedure below applies in England, Scotland and Wales. GOV.UK says flexible-working rules differ in Northern Ireland, and the guidance linked here does not establish the process there; Northern Ireland employees should check the rules that apply in their jurisdiction rather than assume this procedure covers them. GOV.UK’s flexible-working overview explains the Great Britain right.
The statutory right is for employees. Acas says agency workers, casual workers and zero-hours workers are not likely to be employees, so status can matter. Parents and carers follow the same request procedure as other employees. The revised Acas Code of Practice, in force from 6 April 2024, is statutory guidance on handling these requests. See the Acas Code of Practice.
Decide what arrangement to propose
A request can be about your hours, the times you work, or your place of work. Part-time work, homeworking and hybrid working are examples; you can specify more than one aspect if needed. GOV.UK’s examples of flexible working describe common arrangements.
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Before writing, turn the general outcome you want into a specific pattern. Consider:
- Hours and commitment: What total hours are you proposing?
- Days and times: Which days would you work, and what would your start and finish times be?
- Location: Which work would be done at home, at the workplace, or elsewhere?
- Practical operation: How might meetings, handovers, service needs and cover work under the proposed pattern?
- Alternatives: Is there another pattern that could meet your need if the first proposal is difficult to accommodate?
These practical details are preparation for a useful conversation, not additional statutory application requirements. Acas advises discussion and consideration of alternatives where appropriate. You do not have to explain a personal reason in the statutory application information listed by GOV.UK. If you want to share context, you can do so in the discussion; keep the written request focused on the change and how it could work.
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What to include in a statutory request
Send the request by email or letter, or use the GOV.UK flexible-working application form. Check your workplace policy for the right recipient or submission route, and keep a copy with the date sent.
Include each of these details:
- The date of the application.
- A clear statement that it is a statutory request for flexible working.
- The change you are asking for and the date you want it to start.
- Whether you have made a previous application and, if so, when.
Here is a structure you can adapt. Replace the brackets with your details, and add a short explanation of how work or cover might operate if that would help the conversation.
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Subject: Statutory request for flexible working
[Date]
Dear [manager or designated recipient],
I am making a statutory request for flexible working. From [proposed start date], I would like to work [set out the proposed hours, days, start and finish times, and/or work location].
[State whether you have made a previous flexible-working application and when. If you have not, say so.]
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[Optional: Briefly describe how you expect the proposed pattern to work for your responsibilities, meetings, handovers or cover. You can invite a discussion of alternatives if adjustments may be needed.]
Please let me know a suitable time to discuss the request.
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Kind regards,
[Name]
What happens after you send it
Your employer must discuss the statutory request with you before refusing it. The Acas Code says requests should be handled reasonably and promptly, with discussion. If you reasonably ask to be accompanied at a discussion meeting, you should be allowed to bring a fellow worker, a trade union representative, or an official employed by a trade union. The Code’s guidance is at Acas: Code of Practice on flexible working requests.
The usual decision period is two months from the date of the request, unless you agree to a longer period. If the employer accepts the request, the relevant terms and conditions in your contract must change. If the employer refuses, it must give a business reason. The procedure and decision period are described in GOV.UK’s guidance on applying for flexible working.
Keep track of your applications
You can make two statutory applications in any 12-month period. An informal request is also possible and does not have to follow the statutory procedure; Acas says a similar fair process can still help. If you are considering an informal approach, be clear with your employer about whether you are making a statutory application so both sides understand which process you intend to use. See GOV.UK’s application guidance.
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