Employer pack · £19, or included in the Business plan

Flexible working pack

Everything to handle a statutory flexible working request: dated timeline, every letter, meeting notes and a request log.

For employers in England, Wales and Scotland who've received a statutory flexible working request. Answer a few questions and the pack dates the process from the day you received the request, so the decision and any appeal land inside the 2-month limit. Use it whether you're likely to agree, agree with changes or a trial, or refuse. Northern Ireland isn't covered.

Your organisation

Organisation nameAddressOne line per row, as it should appear on the letterhead.Who signs the lettersUsually the manager who meets the employee and decides.Their job titleHR contact for questions

The employee

Employee's full nameJob titleHome address (optional)Leave blank if you'll send the letters by email.Start dateThe right to ask applies from day one.

The request

Date you received the requestThe 2-month decision period starts on this day.What they've asked forThe change to hours, times or place of work, such as compressed hours, part-time or hybrid working.Date they want it to start

Is this their first or second request in 12 months?Employees can make 2 statutory requests in any 12 months. A third isn't a statutory request.

The meeting

Date of the meeting to discuss itYou must consult before refusing. Keep it well inside the 2 months.Where (optional)

Your decision

Your decisionThe pack includes every letter. This marks which one to use.

If approving with changes: the agreed arrangement (optional)If approving with changes: start date (optional)Trial period length (weeks) (optional)Leave blank for no trial.

If refusing: the statutory business reasons (optional)From the Employment Rights Act 1996. Pick every one that genuinely applies.

If refusing: why each reason applies to this request (optional)Facts, not general statements. Say what you looked at and why the alternatives won't work. Each new line becomes a paragraph.

Appeals

Who hears an appealIdeally someone not involved in the first decision.Their job titleDays the employee has to appealLeave enough time to hear the appeal inside the 2 months.

What you get

Timeline and checklistDated from the request: acknowledgement, meeting, decision, appeal window and the 2-month deadline, with the rules that apply now and what the Employment Rights Act 2025 changes.
Acknowledgement and meeting invitationConfirming the request and the deadline, then inviting the employee to discuss it, with the option to bring a colleague or union representative.
Approval lettersApproving as asked, as a permanent change to terms, or approving a different arrangement or a trial period.
Refusal letterUsing the statutory business reasons you choose, with your explanation, confirming you consulted, and offering an appeal.
Appeal lettersAppeal meeting invitation, and outcome letters for an appeal upheld or not upheld.
Extension letterConfirming an agreed extension to the decision period.
Meeting note templatesFor the request meeting and the appeal meeting.
Request log (Excel)Every request in one place, with the deadline and days left worked out for you, and notes on the rules.

Still to answer: Organisation name, Address, Who signs the letters, Their job title, HR contact for questions, Employee's full name….

Everything you type stays on this device. The files are made here and never sent to us. A starting point to check and adapt, not legal advice. All packs are included in the Business plan.