In Great Britain (England, Scotland and Wales), employees can make a statutory request for flexible working from their first day in a job. Put the request in writing, describe the pattern and start date you want, and state whether and when you made an earlier application. Your employer must discuss the request with you before refusing it.
What can you ask to change?
A statutory request can propose a change to your hours, working times or place of work. That can include part-time hours, different start and finish times, different working days, homeworking or a hybrid pattern. You can request one change or combine several. GOV.UK’s flexible-working guidance describes the scope of the right.
Before writing, compare options by the hours and weekly commitment, when those hours fall, where you work, and how the arrangement would affect service, meetings, handovers and cover. Consider whether an alternative pattern could meet the same need. This preparation can make a discussion more productive; it is not an additional statutory form requirement. Acas guidance on preparing a request explains the discussion process.
Who can make a statutory request?
The statutory right is for employees, and it applies from the first day of employment. Parents and carers follow the same request procedure as other employees. Agency workers, casual workers and zero-hours workers are not likely to be employees, according to Acas, so status can affect whether the statutory procedure applies. GOV.UK’s overview sets out the first-day right.
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You can also make an informal request, which does not have to follow the statutory procedure. Acas says a similar fair process can still help an employer consider one.
What to include in your written request
Send an email or letter, or use the GOV.UK flexible-working application form. Check your workplace policy for the submission route or designated contact, and keep a copy. GOV.UK lists these required details:
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- The date you are making the request.
- A clear statement that it is a statutory request for flexible working.
- The change you want and the date you want it to start.
- Whether you have made a previous application and, if so, when.
You do not need to give a personal reason in the statutory application requirements listed by GOV.UK. If you choose to share context, keep the focus on the arrangement and how it could work. Acas notes that you may explain your reasons in discussion if you wish.
Example wording
Adapt this outline to your workplace policy and circumstances:
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[Date]
Dear [manager or designated contact],
I am making a statutory request for flexible working. I would like to change my working pattern to [days, hours and start/finish times, and/or work location] from [proposed start date].
[I have not made a previous flexible-working application / I made my previous application on (date).]
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I expect this arrangement to work by [briefly describe any relevant arrangements for duties, handovers, meetings or cover]. I would be happy to discuss practical alternatives if needed.
Kind regards,
[Name]
The explanation about how the work might operate is useful preparation, not one of the required statutory application details.
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What happens after you submit it?
Your employer must discuss a statutory request with you before refusing it. The Acas Code of Practice says requests should be handled reasonably and promptly, with discussion between employer and employee. If you reasonably ask to be accompanied at a discussion meeting, you should be allowed a fellow worker, a trade union representative or an official employed by a trade union. The revised Acas Code has applied since 6 April 2024. Read the Acas Code of Practice on flexible-working requests.
The usual decision period is two months from the date of your request, unless you agree to a longer period. If your employer accepts, the relevant terms and conditions in your contract must change. If the employer refuses, it must give a business reason. GOV.UK explains the application and decision process.
How many requests can you make?
You can make two statutory applications in any 12-month period. You may also make an informal request, which does not count as a statutory application because it does not use that procedure. GOV.UK’s application guidance gives the statutory limit.
Which UK procedure applies?
This process covers Great Britain: England, Scotland and Wales. GOV.UK says flexible-working rules differ in Northern Ireland, so do not assume this procedure applies there; check Northern Ireland-specific guidance before relying on it. GOV.UK’s overview flags the jurisdictional difference.
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