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1Clear out junk files and repair common Windows errors2Scan for outdated or missing drivers - takes under a minute3Repair Windows errors before they cause bigger problemsBefore accepting a job, get specific about the hours, work location and attendance pattern you are agreeing to—and ask for the arrangement to be recorded in writing. “Flexible working” can mean changes to hours, schedule or location; the label alone does not tell you what you can choose or what the employer can change. The applicable rules depend on where the job is legally based and on your worker status and contract.
Start with the written terms, not the policy label
Compare the offer letter, employment contract, flexible-working or remote-work policy, and any handbook or collective agreement the documents refer to. Ask which document governs your arrangement, which version applies to your role, and whether the employer can change it unilaterally.
If you and the employer have agreed a particular pattern, ask for the hours, days and work location to be recorded in the contract or another clear written term. Australia’s myGov guidance says, “You should tell your employer if you need flexible working arrangements before you sign your contract”; it also says an accepted request can be added to the contract. Acas says an agreed change usually changes contract terms. The legal effect of a policy or contract clause depends on the documents and the relevant jurisdiction. myGov: Accept a job offer; Acas: Making a flexible working request.
Check what “flexible” means for your schedule
Look for the actual weekly hours and working pattern, rather than assuming flexibility means you can choose when to work. Check:
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- Which days you work, and whether those days can vary.
- Start and finish times, core hours and required overlap with colleagues.
- Whether compressed hours, job sharing or another pattern is part of the agreement, if relevant to the role.
- Whether overtime or availability outside scheduled hours is expected.
- Which duties must be done at set times.
Great Britain’s guidance lists changes to hours, start or finish times, and days as types of flexible-working request. Australia’s Fair Work Ombudsman recommends considering whether duties need to be performed at set times. GOV.UK: Flexible working; Fair Work Ombudsman: Flexible working arrangements.
Pin down location and office attendance
Confirm the contractual place of work and whether the role is remote, hybrid or office-based. If office attendance is required, ask how many days, who chooses them, and how much notice you will receive if the schedule changes. Clarify travel expectations and the locations from which you may work remotely.
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If you might work from another region or country, ask whether that is permitted and whether time-zone or jurisdiction limits apply. Ireland’s Code recommends making geographical and jurisdictional scope clear, including any time-zone restrictions. Norway’s Labour Inspection Authority highlights the need to state the work location when a job involves multiple locations. Ireland: Code of Practice on the Right to Request Flexible Working and Remote Working; Norwegian Labour Inspection Authority: Contract of employment.
Understand approval, review and withdrawal
Ask who approves requests, how to submit them, whether there is a discussion or appeal process, and when an arrangement may be reviewed. Find out what notice applies if either side wants to change or end it, and whether a change requires written agreement.
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In Great Britain, an employee may make a statutory flexible-working request from the first day of employment and may make two applications in any 12-month period. The employer must discuss a request with the employee before refusing it and decide within two months unless a longer period is agreed. An entitlement to request does not guarantee that a particular pattern will be accepted; an employer may refuse for a good business reason. If a request is agreed, the contract must be amended. These rules are specific to Great Britain: GOV.UK says Northern Ireland has different flexible-working rules. GOV.UK: Applying for flexible working; Acas: Code of Practice on flexible working requests; GOV.UK: Flexible working.
Set expectations for equipment, expenses and safety
Check who provides and maintains equipment, which expenses can be claimed, how home-working costs are treated, and what health and safety responsibilities apply. Ask whether a particular home setup is required and whether approved expenses need prior authorization. Ireland’s Code recommends clarity on reimbursement arrangements and safety obligations. Australia’s Fair Work Ombudsman recommends considering technology solutions when assessing a proposed arrangement. Ireland: Code of Practice on the Right to Request Flexible Working and Remote Working; Fair Work Ombudsman: Flexible working arrangements.
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Test whether the arrangement works for the job
Clarify how the agreed pattern fits the role’s duties, team interactions, meetings and customer coverage. Ask how performance will be assessed and whether any parts of the job require presence at a particular time or place. The Fair Work Ombudsman identifies duties, set-time or location requirements, and normal workplace interactions as relevant considerations when assessing an arrangement.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.Compare offers on the same points
If you are choosing between jobs, compare the written details rather than relying on broad labels such as “hybrid” or “flexible.”
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| What to compare | Questions to answer |
|---|---|
| Schedule control | Which hours and days are fixed, and which can you choose or vary? |
| Location and attendance | What office attendance is expected, who sets it, and where may you work remotely? |
| Written commitment | Is the agreed pattern in the contract or another clear written term? Which policy version applies? |
| Changes | Who reviews the arrangement, how much notice applies, and what is the process for changing or withdrawing it? |
| Costs and safety | Who supplies equipment, reimburses approved expenses and handles safety requirements? |
| Legal framework | Where is the job legally based, and which local rules, contract, award or agreement apply? |
Ask these questions before you accept
- Can the agreed hours, days and work location be written into my offer or contract?
- Which days or hours are fixed, and which can I choose?
- How many office days are expected, who decides them, and how much notice is given?
- Can I work remotely from another region or country, and are there time-zone limits?
- Who provides equipment, pays approved expenses and handles health and safety requirements?
- How and when can the arrangement be reviewed or changed?
- Which policy version applies to my role, and can it be changed unilaterally?
Check the law where the job is based
Do not assume one country’s process applies elsewhere. The official sources here cover Great Britain, Australia, Ireland and Norway, and their rules are not interchangeable. GOV.UK expressly notes that Northern Ireland has different flexible-working rules from Great Britain. Check the local rules for the job’s legal location, your worker status and any applicable contract, award or agreement before relying on a statutory entitlement.
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