How to ask for flexible working

Your right to ask

You can ask your employer for flexible working from your first day in the job. That could be fewer hours, different start and finish times, compressed hours, a different shift pattern, or working from home some of the time.

You can make 2 requests in any 12 months. Your employer has to take your request seriously, talk to you before saying no, and give you a decision within 2 months, unless you agree to more time.

It's a right to ask, not a right to get it. But your employer can only say no for a real business reason.

What to put in your request

Write it down, by letter or email, and date it. Include:

• that it's a statutory request for flexible working
• exactly what you're asking for: the days, hours, times or place
• when you'd like it to start
• whether you've made a request before, and when

You don't have to say why you want it, or how it would affect the business. But it often helps to show you've thought about how your work would be covered, such as who handles calls on your day off, or how you'd stay in touch.

If you need the change because of a disability or a health condition, say so. Your employer then has a separate, stronger duty to make reasonable adjustments.

The meeting

Your employer should meet you to talk it through. You can bring a colleague or a trade union representative. Go in open to alternatives, such as a different day or a trial period, as these often lead to a yes.

If you can't make the meeting, say so and ask to rearrange. If you miss it and a rearranged one without a good reason, your employer can treat your request as withdrawn.

If they say no

They must give a business reason from the legal list, such as extra costs, not being able to meet customer demand, or not being able to reorganise the work among other staff, and they should explain why it applies to you.

Many employers offer an appeal. If yours does, explain clearly what you think they got wrong or didn't consider, such as an alternative you'd accept.

If they didn't follow the rules, missed the deadline, or refused for a reason that isn't on the list, you may be able to make a tribunal claim. If you think the refusal is discrimination, for example because of childcare or a disability, that's a separate and stronger claim. Talk to Acas or an adviser first. There are strict time limits.

What's changing

From autumn 2027, under the Employment Rights Act 2025, employers will only be able to refuse if it's reasonable, and they'll have to follow a set procedure, including talking to you about alternatives.