UK · Templates

Flexible working request letter

UK flexible working request letters must be in writing, dated, state that it is a statutory request under section 80F Employment Rights Act 1996, and specify the change. Since April 2024 this is a day-one right and no business-impact explanation is required.

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Statutory requirements

Section 80F ERA 1996 requires the request to be in writing, dated, state it is a statutory request, specify the change (specific terms, from when, and how), and note any previous request in the last 12 months.

Standard flexible working request template

[Date]

Dear [Line Manager / HR Contact],

I am writing to make a statutory request for a change in my working pattern under section 80F Employment Rights Act 1996.

My name is [Your Name]. My role is [Role Title]. My current working pattern is [describe current hours and location].

The change I am requesting is: [describe specifically - e.g. "reduce my working days from 5 to 4 per week, working Monday to Thursday"].

I would like this change to take effect from [date].

[If you have made a previous statutory request in the last 12 months: On [date] I made a statutory request which was [outcome].]

I look forward to your response within the statutory 2-month period.

Yours sincerely,

[Your Name]

Common variations

  • Part-time: "Reduce my working days from 5 to 3 per week, working Monday, Wednesday and Friday."
  • Compressed hours: "Work my current 37.5 weekly hours across 4 days (Monday to Thursday) rather than 5."
  • Home working: "Work from home on 3 of my 5 working days each week, retaining office attendance on Tuesday and Thursday."
  • Flexi-time: "Set my start and end times within a 07:00-10:00 start / 15:00-18:00 end window, retaining core hours 10:00-15:00."
  • Term-time: "Work standard hours during term time (39 weeks per year), taking 13 weeks unpaid leave during school holidays."
  • Job share: "Move to a job share with [named colleague if agreed] - I would work Monday and Tuesday; they would work Wednesday, Thursday and Friday."

Employer response deadline

The employer must respond within 2 months of the request (reduced from 3 months in April 2024). Response process: acknowledge within 28 days, arrange a meeting (companion right applies), consult, decide, confirm in writing with reasons.

Refusal grounds

The employer can only refuse on one of the 8 statutory grounds (section 80G ERA). See flexible working requests for the list and appeal remedies.

Reasonable adjustment context

If you are disabled under the Equality Act 2010, the request may also engage the reasonable adjustment duty. Reasonable adjustment claims are stronger than flexible working claims - uncapped compensation, no service qualifier, direct discrimination-law route. Mention both routes if relevant.

Delivery

Email to your line manager copied to HR. Use subject line "Statutory flexible working request - [Your Name]". Save the sent copy for the record.

Useful calculators

Related guides

Authority pages

Frequently asked questions

Do I need to explain the business impact?
No. Since April 2024 the statutory reforms removed the requirement to explain the anticipated business effect. The request just needs to specify the change and start date.
How many times can I request?
Two per rolling 12-month period since April 2024 (previously one). The count resets from the date of decision.
How long does the employer have to respond?
Two months from receipt of the request (reduced from three months in April 2024).
Can I use this template as a new starter?
Yes. Flexible working is a day-one right since April 2024. Previously it required 26 weeks continuous service.
What if the employer refuses?
Internal appeal, fresh request in the next 12-month period, tribunal claim if procedure was defective, or discrimination claim if the refusal disadvantages a protected characteristic. See flexible working requests page.

Sources and further reading

General information about UK employment law, not legal advice. For your situation, contact ACAS or an employment-law solicitor.