Flexible Working Request Template for UK Employees (2026)
11 August 2026
Get a free UK flexible working request template for 2026. Learn your rights, how to write it, and what to do if refused.
Understanding Your Right to Request Flexible Working in the UK
Since April 2024, every UK employee has the legal right to request flexible working from the first day of employment. This is a significant change from the previous 26-week qualifying period. The right applies to any employee, not just parents or carers, and covers changes to hours, times, or location of work. Under the Employment Rights Act 1996 (as amended), your employer must deal with your request in a reasonable manner and within a statutory timeframe. In 2026, the rules remain firmly in place, so any employee can submit a formal request. Understanding these rights is the first step to making a successful application. Make sure you know what you're entitled to before drafting your template.
Key Elements to Include in Your Flexible Working Request
A well-structured flexible working request should be clear, professional, and persuasive. Start with the date, your name, and job title. State that you are making a statutory flexible working request under the Employment Rights Act 1996. Clearly explain the working pattern you are requesting – for example, compressed hours, remote working, or adjusted start and finish times. Outline how this change will benefit both you and the business, such as improved productivity, lower commuting costs, or better customer coverage. Mention any anticipated impact and how you plan to address it. Finally, request a meeting to discuss the proposal. A good template helps you cover all these points without missing critical details.
Flexible Working Request Template (UK)
Use the following template as a starting point, adapting it to your circumstances. 'Dear [Manager's Name], I am writing to make a formal flexible working request under the Employment Rights Act 1996. My current working pattern is [describe, e.g., Monday-Friday 9am-5pm]. I would like to change this to [proposed pattern, e.g., compressed hours: Monday-Thursday 8am-6pm, Friday off]. This change would enable me to [reason, e.g., reduce my commute and lower my carbon footprint]. I believe this arrangement will [benefit to employer, e.g., provide extended coverage on weekdays and reduce absenteeism]. I am happy to discuss any adjustments and would welcome the opportunity to trial this pattern for [timeframe]. I look forward to hearing from you within the statutory response period. Yours sincerely, [Your Name]'. Remember to tailor the benefits and reasoning to your specific role and employer.
How to Submit Your Request and What Happens Next
Once you have completed your flexible working request template, submit it formally in writing – email is perfectly acceptable. You can send it to your line manager or HR department. Your employer must respond within two months of receiving your request, unless you agree to an extension. They may accept the request outright, propose a compromise, or arrange a meeting to discuss it. During this meeting, you can elaborate on your proposal and address any concerns. It is advisable to take notes and confirm any agreements in writing. If your request is agreed, your employer will send you a formal outcome letter outlining the new terms and a start date. Keep a copy of all correspondence for your records.
What to Do If Your Flexible Working Request Is Refused
If your employer refuses your flexible working request, they must give you a clear, written reason based on one of the eight statutory grounds set out in the Employment Rights Act 1996, such as the burden of additional costs, inability to reorganise work among staff, or a detrimental impact on quality or performance. If you believe the refusal is unreasonable or the reason given is not genuine, you can challenge it. First, consider raising a grievance internally. You could also apply to an employment tribunal, though you must act within three months of the refusal. Since 2024, employees can also request a review of the decision. Many disputes are resolved through Acas conciliation, so seeking free advice from Acas is always a wise first step.
FAQ
Yes. Since April 2024, the UK has allowed all employees to make a flexible working request from their first day at a job. There is no qualifying period. However, you must still be classed as an employee (not a worker or self-employed) and follow the statutory procedure. Your employer can refuse the request only for valid business reasons.