How to Request Flexible Working in the UK
11 August 2026
Learn the 2026 UK rules for requesting flexible working: day one rights, how to write your request, and what to do if refused.
Your Legal Right to Flexible Working in 2026
Since April 2024, all UK employees have the right to request flexible working from the very first day of employment. You no longer need to complete 26 weeks of continuous service. This right covers changes to your hours, times, or work location, including hybrid and remote arrangements. You can submit up to two statutory requests in any 12-month period. Crucially, your employer must handle your request in a reasonable manner and can only refuse it for specific business grounds set out in law. Understanding these rights will help you approach the process with confidence and know exactly what you are entitled to when making a request.
What to Include in Your Flexible Working Request
Your formal request must be in writing, such as an email or a letter, and clearly state that it is a statutory request under the Employment Relations (Flexible Working) Act 2023. Include the date of your request, the exact change you are asking for (for example, compressed hours, flexi-time, or hybrid work), the proposed start date, and how your plan might affect the business. It’s also wise to suggest a trial period, anticipate any potential challenges, and explain how you will manage your workload. If you have made a previous request in the last 12 months, you must declare this to your employer.
How and Where to Submit Your Request
Send your request to your line manager or HR department using a formal written channel. You do not need to use a special form, but Acas provides a free template that can make the process simpler. Keep a copy for your own records. Once received, your employer must respond within two months, unless you both agree to extend that deadline. They may invite you to a meeting to discuss your request. This is not an informal chat; it’s a consultation where you can explain the benefits and practicalities of your proposal. Be prepared to discuss how the arrangement can work for both you and the business.
What Your Employer Must Do After the Request
Your employer is legally required to consider your request fairly and, under the 2024 changes, they must consult with you before refusing it. They must notify you of their decision within two months. A refusal is only permitted on one or more of the eight statutory grounds, such as the burden of additional costs, negative effects on quality or performance, inability to meet customer demand, or planned structural changes. If they refuse, they must explain exactly which grounds apply and why. This consultation process ensures your request is not dismissed arbitrarily and gives you the opportunity to address any concerns the employer may raise.
What to Do If Your Flexible Working Request Is Refused
If your employer refuses your request, you have the right to appeal. Write to them as soon as possible, ideally within 14 days, explaining why you believe the refusal is unfair or based on incorrect information. Your employer must hold an appeal meeting and give you a final decision. If you remain unhappy, you may be able to take your case to an employment tribunal. Before doing so, you must usually contact Acas for early conciliation. This process aims to resolve the dispute without needing a tribunal hearing. You may also consider informal negotiation or seeking support from a trade union or HR advisor.
FAQ
Yes. Since 6 April 2024, the right to request flexible working is a day-one right in the UK. You no longer need to wait 26 weeks. This applies to all employees, regardless of service length, though you can only make two statutory requests in any 12-month period.