How should employers handle flexible working requests fairly?

Employers should follow the ACAS Code of Practice on flexible working requests. That means holding a meaningful discussion with the employee, considering alternatives, and giving a decision within two months. Rejections must be based on one of eight allowed business reasons. Good practice in 2026 is to offer an appeal process and to keep written records.

What are the key elements of an effective flexible working policy?

An effective policy should cover eligibility, the types of flexible working available, the application process, timescales, and appeal rights. It should also explain how requests will be assessed consistently and how disagreements are resolved. For 2026, include a commitment to reviewing arrangements and to making adjustments for accessibility. ACAS guidance recommends involving employees in policy design to ensure it is practical and inclusive.

How can managers support hybrid teams?

Managers can support hybrid teams by setting clear outcomes, maintaining regular one-to-ones, and creating inclusive meeting structures. Provide equal access to information and development opportunities for remote and office-based staff. Trust is essential: avoid micromanagement and focus on results. In 2026, good managers also check wellbeing proactively and adapt to different communication styles across time zones or working patterns.

What should employers do if a flexible working request is refused?

If a flexible working request is refused, the employer must provide a clear, lawful reason from the statutory grounds. Best practice is to hold a discussion first, consider alternatives, and offer a trial period if appropriate. Give the decision in writing within two months and explain the appeal process. In 2026, constructively exploring options can turn a refusal into a positive, ongoing conversation.

Flexible Working Best Practices 2026: A UK Guide

15 August 2026

Discover UK flexible working best practices for 2026: from day-one requests to hybrid team management. Practical guidance for employers and employees.

Read this page in: Deutsch

Understanding the 2026 Legal Landscape in the UK

Since April 2024, all UK employees have the legal right to request flexible working from their first day of employment. By 2026, best practice goes beyond compliance. Employers must respond to requests within two months, and rejections must be based on one of eight statutory grounds. ACAS guidance remains central, but leading organisations are also adopting transparent approval frameworks, early conversation triage, and regular policy reviews. Understanding this legal foundation is the first step to building a flexible culture that reduces turnover, boosts engagement, and meets the evolving expectations of the UK workforce.

Designing Flexible Working Policies That Work

A successful flexible working policy is clear, inclusive, and consistent. In the UK, that means setting out eligibility, the types of arrangements available (part-time, compressed hours, term-time, job shares, and hybrid), and the process for requesting changes. Use plain English to avoid ambiguity. Include details on trial periods, appeal routes, and how adjustments will be reviewed. Best practice for 2026 is to design policies in consultation with employees and trade unions, ensuring they reflect different roles, life stages, and accessibility needs. A policy should not be a document that sits in a drawer; it should be a live framework that evolves with your business.

Managing Hybrid Teams Effectively

Managing hybrid teams in the UK requires a shift from presenteeism to outcomes. Set clear expectations around core hours, availability, and communication protocols. Use tools that support asynchronous collaboration, but avoid digital presenteeism where employees feel they must reply instantly. In 2026, best practice emphasises regular one-to-ones, structured team days in the office, and fair access to information and decision-making. Managers should be trained to manage flexibly and to lead inclusive meetings where remote and in-office voices are heard equally. Remember that hybrid working is not one-size-fits-all; tailor approaches to individual needs and team tasks.

Measuring Productivity and Wellbeing

Measuring the success of flexible working goes beyond attendance. UK employers should track productivity, employee engagement, retention, and wellbeing using a mix of qualitative and quantitative data. In 2026, best practice includes using employee surveys, pulse checks, and output-based performance reviews instead of hours logged. Be cautious with monitoring software: excessive surveillance erodes trust and can violate UK GDPR principles. Instead, agree on clear objectives and check in regularly. Also monitor who requests flexible working and who gets approved, to ensure fairness across gender, disability, and other protected characteristics. This data-driven approach turns flexible working into a strategic advantage.

Overcoming Common Flexible Working Challenges

Common barriers to flexible working include team culture, workload distribution, and management bias. In the UK, best practice involves tackling these head-on. Encourage pilot schemes for new arrangements, and share success stories to normalise flexibility. Address concerns about career progression by making promotion criteria transparent and flexible-friendly. Provide training for line managers on having effective flexible working conversations. For employees, be clear about your needs and propose a trial period. If a request is refused, always give a clear, lawful reason and offer an alternative. By 2026, flexible working is not an extra; it is a core part of how good UK businesses operate.

FAQ

Yes. Since 6 April 2024, the Employment Relations (Flexible Working) Act gives all employees the statutory right to request flexible working from day one of a job. This replaced the previous 26-week qualifying period. Employees must make the request in writing, and employers must respond within two months. Best practice is to also consider informal requests to support wellbeing.

hybrid working policy UK 2026 ACAS flexible working code 2026 UK remote work best practices

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