Flexible working requests: the correct process step by step (England & Wales)

This guide follows the Acas Code of Practice on requests for flexible working. It is not legal advice — for advice on a specific situation, consult a qualified adviser or Acas.

1. Check your eligibility — this is a day-one right

Since 6 April 2024 (Employment Relations (Flexible Working) Act 2023), employees can make a statutory flexible working request from their first day in a job — there is no minimum length of service requirement. You can make up to 2 statutory flexible working requests in any 12-month period.

2. Make your request in writing

Set out your current working pattern, the change you'd like, and when you'd like it to start. You don't have to give a reason, though you can if you want to.

Use the flexible working request letter for this step.

3. The employer acknowledges the request

The employer should confirm they've received the request and explain what happens next — either approving it outright, or arranging a meeting to discuss it further.

Use the acknowledgement letter for this step.

4. The employer must consult before refusing

An employer must not reject a request without first consulting the employee (Acas Code of Practice, para 12) — this typically means inviting the employee to a meeting to discuss the request before any refusal decision is made, unless the employer is accepting the request in full.

5. The employer decides within 2 months

By law, the employer must give their decision within 2 months of receiving the request, unless a longer period is agreed between the employer and employee. The pack's decision-deadline calculator works this deadline out for you automatically from the request date.

Use the outcome letter for this step — it covers accepting in full, accepting an alternative arrangement, or refusing.

The 8 statutory grounds for refusing a request

A request can only be refused (in whole or in part) for one or more of these business reasons (Acas Code of Practice, para 9):

the burden of additional costs
an inability to reorganise work amongst existing staff
an inability to recruit additional staff
a detrimental impact on quality
a detrimental impact on performance
a detrimental effect on ability to meet customer demand
insufficient work available for the periods the employee proposes to work
planned structural changes to the employer's business

Looking ahead: proposed 2027 reforms

Further changes to flexible working rights have been proposed as part of wider employment law reform (expected around 2027). These proposals are upcoming and not yet in force — the process described in this guide reflects the law currently in effect (the framework introduced on 6 April 2024), which remains the operative basis for any request made today.

This is a process template, not legal advice. Refusing a request on grounds connected to childcare, caring responsibilities, or another protected characteristic can amount to indirect sex discrimination or other unlawful discrimination, even where a listed statutory business ground is cited — get independent legal advice before refusing in such cases. This information is for informational purposes only and does not constitute legal advice. For advice on a specific situation, consult a qualified adviser or Acas (acas.org.uk).