Is this template free?

You can preview the full template and fill it in for free — the preview is watermarked. To download a clean copy you need a paid plan or pack.

Is it legally accurate?

It's a faithful, diff-verified reproduction of the ACAS source, checked by a deterministic diff (not a legal review, and not approved by ACAS), and the eight business reasons are taken word for word from the Acas Code of Practice. It's general information, not legal advice.

Can I refuse a flexible working request?

Yes, but only for one or more of the eight statutory business reasons, and you should consult the employee first. You should explain the reason for the decision.

What are the eight business reasons for refusing?

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; and planned structural changes to the employer's business.

How long do I have to give my decision?

You must give a final decision, including any appeal, within two months of receiving the request, unless you and the employee agree a longer period in writing. Use our free deadline calculator to work out the exact date.

Is an approved flexible working change permanent?

Usually yes — an agreed request is normally a permanent change to the employee's contract, unless you agree otherwise or agree a trial period.

England & Walesflexible-working

Flexible Working Request Outcome Letter (Employer to Employee) — England & Wales

This is a static, verified master template. AI never generates the clause text below — it only helps you fill in the variable fields after you sign in.

About this template

This flexible working outcome letter is how an employer gives an employee its written decision on a flexible working request — accepting it in full, accepting an alternative arrangement, or refusing it. It's a faithful reproduction of the ACAS flexible working request outcome letter template, with the eight statutory business reasons taken verbatim from the Acas Code of Practice. It sits within Verstia's Flexible Working process pack, after the acknowledgement letter, and our free decision deadline calculator works out the date your decision is due.

When to use it: When you've considered an employee's flexible working request — and, if you're not accepting it as asked, consulted them first — and you're ready to give your decision in writing within the two-month decision period.
What's included: Fill-in fields for the employee and the date of the request, your decision (accept in full, accept an alternative, or refuse), the agreed arrangement, the statutory business reasons for any refusal, the consultation meeting date, how to appeal, and your details.

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.

Template preview

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.

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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

Part of the Flexible Working Process Pack (England & Wales) — see all documents and the step-by-step guide

Flexible Working Decision Deadline Calculator — Free — work out the two-month decision deadline.
Flexible working requests: the day-one rules explained — Plain-English guide to the rules, with its official sources.

Frequently asked questions

Is this template free?: You can preview the full template and fill it in for free — the preview is watermarked. To download a clean copy you need a paid plan or pack.
Is it legally accurate?: It's a faithful, diff-verified reproduction of the ACAS source, checked by a deterministic diff (not a legal review, and not approved by ACAS), and the eight business reasons are taken word for word from the Acas Code of Practice. It's general information, not legal advice.
Can I refuse a flexible working request?: Yes, but only for one or more of the eight statutory business reasons, and you should consult the employee first. You should explain the reason for the decision.
What are the eight business reasons for refusing?: 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; and planned structural changes to the employer's business.
How long do I have to give my decision?: You must give a final decision, including any appeal, within two months of receiving the request, unless you and the employee agree a longer period in writing. Use our free deadline calculator to work out the exact date.
Is an approved flexible working change permanent?: Usually yes — an agreed request is normally a permanent change to the employee's contract, unless you agree otherwise or agree a trial period.

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).