England & Walesflexible-working
Flexible Working Request Outcome Letter (Employer to Employee) — England & Wales
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This document's core is based on a template published by ACAS (inferred to be under OGL-3.0, from ACAS's site-wide licensing notice — not a template-specific statement). Verstia does not claim this text is approved by ACAS — its fidelity to the source is verified by a deterministic diff, not a legal review.
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FLEXIBLE WORKING REQUEST OUTCOME LETTER TEMPLATE letter date Dear employee name, I am writing to confirm our decision on the statutory flexible working request you made on request date. [If outcome_is_accept_full:] I'm pleased to confirm we can accept your request in full as follows: [If outcome_is_accept_full:] agreed arrangement details [If outcome_is_accept_full:] If you'd like to discuss next steps or clarify any details, please contact me at contact details. [If outcome_is_accept_full:] We will confirm any contract term changes in writing within 1 month of the new arrangement starting. [If outcome_is_accept_alternative:] After reviewing your request and discussing with you on consultation meeting date, we can accept the following working arrangement: [If outcome_is_accept_alternative:] agreed arrangement details [If outcome_is_accept_alternative:] If you'd like to discuss next steps or clarify any details, please contact me at contact details. [If outcome_is_accept_alternative:] We will confirm any contract term changes in writing within 1 month of the new arrangement starting. [If outcome_is_accept_alternative:] Unfortunately we could not accept your original request in full for the following business reasons: [If ground_additional_costs_alt:] the burden of additional costs [If ground_reorganise_staff_alt:] an inability to reorganise work amongst existing staff [If ground_recruit_staff_alt:] an inability to recruit additional staff [If ground_quality_alt:] a detrimental impact on quality [If ground_performance_alt:] a detrimental impact on performance [If ground_customer_demand_alt:] a detrimental effect on ability to meet customer demand [If ground_insufficient_work_alt:] insufficient work available for the periods the employee proposes to work [If ground_structural_change_alt:] planned structural changes to the employer's business [If outcome_is_accept_alternative:] If you would like to appeal this decision, appeal details. [If outcome_is_refuse:] After reviewing your request and discussing with you on consultation meeting date, unfortunately we cannot accept this working arrangement. [If outcome_is_refuse:] This is for the following business reasons: [If ground_additional_costs_refuse:] the burden of additional costs [If ground_reorganise_staff_refuse:] an inability to reorganise work amongst existing staff [If ground_recruit_staff_refuse:] an inability to recruit additional staff [If ground_quality_refuse:] a detrimental impact on quality [If ground_performance_refuse:] a detrimental impact on performance [If ground_customer_demand_refuse:] a detrimental effect on ability to meet customer demand [If ground_insufficient_work_refuse:] insufficient work available for the periods the employee proposes to work [If ground_structural_change_refuse:] planned structural changes to the employer's business [If has_additional_info:] To help make this decision, we took into account additional info details. [If outcome_is_refuse:] If you would like to appeal this decision, appeal details. --- If your refusal relates to childcare, caring responsibilities, or another protected characteristic, get independent legal advice before sending this letter — refusing on such grounds can amount to indirect sex discrimination or other unlawful discrimination. Yours sincerely, signatory name signatory job title organisation name
Variables you will fill in
- Letter datedaterequired
- Employee nametextrequired
- Date the request was madedaterequired
- Decisionselectrequired
- Agreed working arrangement details (if accepted, in full or as an alternative)textarea
- Your contact details for follow-up questionstext
- Date of the consultation meeting with the employee (if partially/fully refusing)date
- Ground: the burden of additional costsboolean
Acas Code of Practice on requests for flexible working, para 9 (statutory business ground 1 of 8).
- Ground: an inability to reorganise work amongst existing staffboolean
- Ground: an inability to recruit additional staffboolean
- Ground: a detrimental impact on qualityboolean
- Ground: a detrimental impact on performanceboolean
- Ground: a detrimental effect on ability to meet customer demandboolean
- Ground: insufficient work available for the periods the employee proposes to workboolean
- Ground: planned structural changes to the employer's businessboolean
Acas Code of Practice on requests for flexible working, para 9 (statutory business ground 8 of 8). These are the only grounds on which a request may be refused, in whole or in part; the employer must also have consulted the employee before refusing (para 12).
- Do you want to state additional information behind the decision?boolean
- Additional information behind the decision (if applicable)textarea
- How to appeal this decision (if partially/fully refusing)text
- Your name (signatory)textrequired
- Your job titletextrequired
- Organisation nametextrequired
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).