Make Flexible Working Requests Easier (UK)

Note: Links to our free templates are at the bottom of this long guide.
Also note: This is not legal advice

Introduction

Flexible working requests can be a tricky subject, with consensus varying depending on the particular workplace. But they are becoming increasingly important for both employees and employers alike. Here at Genie AI, we understand just how much of an impact flexible working requests can have - providing employees with the opportunity to manage their work-life balance and work when and where it’s most convenient for them.

Not only does flexible working offer these benefits, it can also help to reduce stress levels in the workplace. Employees can take regular breaks from their workloads and manage their duties more effectively - which can have tangible benefits on mental health and wellbeing, reducing burnout rates among staff members.

In addition to this, businesses should also consider how granting more flexibility around hours may open up roles to individuals who may not have been able to work in traditional office environments before; such as individuals with disabilities or those with caring responsibilities, creating a more diverse and inclusive working environment.

Finally - even though there is an initial cost associated with implementing a flexible working policy in your business - there are potential savings too; reducing overhead costs over time while minimising absenteeism or turnover rates within the organisation.

At Genie AI we believe that employers should give serious consideration to introducing more flexibility around hours into their workplaces - considering all of these possible benefits as well as furthering their commitment to diversity and inclusion across all areas of employment law. Read on below for our step-by-step guidance on how you can get started today: using our free community template library of legal documents you’ll be able to draft high quality flexible working requests quickly, easily and without having any account at all!

Definitions

Employment Laws - Laws that set out the rights and obligations of employers and employees in the workplace.
Labor Codes - Laws that regulate the relationship between employers and employees, as well as the working conditions in the workplace.
Exemptions - A situation in which a person or entity is not required to follow a law or rule.
Job-Sharing - An arrangement in which two or more employees jointly take on the responsibilities of one job.
Compressed Hours - An arrangement in which an employee works the same number of hours over fewer days.
Shift-Swapping - Changing an employee’s working hours or shifts with another employee.
Remote Working - Working from a location other than the main office.
Incentives - A reward or benefit given for completing a task or achieving a goal.
Allowances - An additional payment made to an employee to cover additional costs related to their job.
Productivity - The amount of output produced by a person or process in a given amount of time.
Morale - The confidence, enthusiasm, and discipline of a person or group at a particular time.
Work/Life Balance - The balance between an employee’s work responsibilities and their personal life.
Metrics - A measure used to track and assess progress towards a goal.

Contents

1. Understanding the legal framework and regulations surrounding flexible working requests
2. Researching relevant laws and regulations
3. Identifying any applicable exemptions or exceptions
4. Explaining the different types of flexible working arrangements
5. Discussing the difference between part-time, job-sharing, compressed hours, and other types of flexible working
6. Explaining how working from home or remote working can fit into flexible working arrangements
7. Explaining the benefits of flexible working
8. Highlighting the potential benefits for employees, employers and the wider organisation
9. Outlining the process for making flexible working requests
10. Explaining what information is required from the employee
11. Explaining the employer’s responsibility to consider the request
12. Explaining the timeline for responding to a request
13. Clarifying the employer’s responsibilities regarding flexible working requests
14. Explaining the responsibilities for reviewing and responding to requests
15. Outlining the process for appealing decisions
16. Explaining how to respond to flexible working requests
17. Explaining how to properly assess each request
18. Explaining how to respond to the employee
19. Outlining the potential consequences of refusing a request or failing to comply with the regulations
20. Explaining the potential legal implications of refusing a request
21. Explaining the potential financial implications of failing to comply with the regulations
22. Exploring the role of technology in facilitating flexible working
23. Exploring the use of video conferencing and virtual collaboration tools
24. Exploring the use of time tracking and project management tools
25. Exploring best practices for managing flexible working requests
26. Exploring strategies for effectively managing flexible working requests
27. Exploring techniques for monitoring performance and productivity
28. Providing resources to help employers and employees understand their rights and responsibilities in relation to flexible working requests
29. Identifying and sharing relevant resources
30. Explaining the importance of understanding the relevant laws and regulations

Get started

Understanding the legal framework and regulations surrounding flexible working requests

• Familiarise yourself with the legal framework and regulations surrounding flexible working requests in the UK.
• Visit the government website and read the guidance provided on flexible working requests.
• Read up on case studies and examples of how other businesses have implemented flexible working requests.
• Learn about employee rights and the legal ramifications of flexible working requests.
• Once you feel confident that you understand the legal framework and regulations surrounding flexible working requests in the UK, you can move on to the next step.

Researching relevant laws and regulations

• Read up on UK legislation such as the Employment Rights Act 1996 and the Flexible Working Regulations 2014
• Search online and talk to colleagues to find out what other companies are doing when it comes to flexible working requests
• Look into any relevant industry-specific requirements or regulations
• Make sure you’re aware of any employee rights when it comes to flexible working
• Take notes as you research, so you can refer back to them as you need
• Once you’re satisfied that you have a good understanding of the relevant laws and regulations, you can check this step off your list and move on to the next one.

Identifying any applicable exemptions or exceptions

• Check the UK Government’s website for the list of exemptions and exceptions to the right to request flexible working
• Familiarize yourself with the different types of exemptions and exceptions, and any qualifications associated with them
• Make a note of any that may apply to your situation
• Once you have identified any applicable exemptions or exceptions, you can move on to the next step
• You will know when you have checked this step off your list when you have identified any applicable exemptions or exceptions that apply to your situation.

Explaining the different types of flexible working arrangements

• Understand the different types of flexible working arrangements that are available - part-time, job-sharing, compressed hours, and other types of flexible working
• Familiarise yourself with the rules and regulations surrounding each type of flexible working
• Make sure you are aware of the potential advantages and disadvantages of each type of flexible working
• Research the different options and discuss the implications of each type with your employer
• When you have a good understanding of the types of flexible working arrangements available, you can move on to the next step of discussing the differences between them with your employer.

Discussing the difference between part-time, job-sharing, compressed hours, and other types of flexible working

• Explain that part-time working involves working fewer hours than a normal working week, as specified by your employer or by law.
• Outline that job-sharing involves two or more people sharing the responsibilities of a single job.
• Detail that compressed hours involve working the same number of hours in fewer days.
• Discuss other types of flexible working, such as shift work, staggered hours, or annualised hours.

You can check this off the list when you and your manager have discussed the different types of flexible working and you have a clear understanding of the different options available.

Explaining how working from home or remote working can fit into flexible working arrangements

• Explain that working from home or remote working can be one of the flexible working arrangements that an employer can offer employees
• Explain the various types of remote working that an employer can offer, such as working from home for certain days each week or for certain hours each day
• Outline the advantages and disadvantages of different types of remote working for both employers and employees
• Highlight the importance of having a clear agreement between the employee and employer, both in terms of expectations and responsibilities
• Explain the need for employers to ensure that any remote working arrangements comply with all relevant legislation

When this step is completed, you will be able to move on to the next step: ## Explaining the benefits of flexible working.

Explaining the benefits of flexible working

• Explain to employees that flexible working can offer a range of benefits such as a better work-life balance, improved productivity, reduced costs for the organisation, and increased efficiency for the employee.
• Explain how different types of flexible working arrangements such as working from home, condensed hours and shift working, can help employees achieve a better work-life balance.
• Highlight the potential benefits of flexible working, such as increased employee satisfaction, improved morale, and more motivated staff.
• Explain to employees that flexible working can have a positive impact on the wider organisation, such as improved customer service, increased productivity and efficiency, and cost savings.

You’ll know you have completed this step when you have outlined the potential benefits of flexible working for employees, employers and the wider organisation.

Highlighting the potential benefits for employees, employers and the wider organisation

• Outline the potential benefits of flexible working for employees, such as greater work-life balance, improved mental and physical wellbeing, and increased job satisfaction
• Explain the potential benefits of flexible working for employers, such as increased productivity, improved employee retention, and reduced overhead costs
• Highlight the potential benefits to the wider organisation of flexible working, such as reduced congestion on public transport and a more diverse workforce
• Once you have outlined the benefits of flexible working to employees, employers and the wider organisation, you can check off this step and move onto outlining the process for making flexible working requests.

Outlining the process for making flexible working requests

• Outline the company’s flexible working request process, including who needs to be involved, how long it will take, and any rules and regulations that must be adhered to
• Make sure employees are aware of the process and can access the relevant forms, policies and procedures
• Provide guidance to employees on what information they need to provide to support their request
• Ensure managers are familiar with the process for making flexible working requests and any policies that need to be taken into account
• Check that all relevant parties are aware of the timeline for making a decision on the request
• When the process has been outlined and all relevant parties have been informed, you can check this off your list and move on to explain what information is required from the employee.

Explaining what information is required from the employee

• Provide a written request that includes:
• Your name
• Your job title
• The date of your request
• The type of flexibly you’re seeking
• Details of how your flexibly will work
• Start and end dates (if applicable)
• Explain how you think your request will affect the business, including any cost savings
• Include any supporting evidence that backs up your claim

When you have included all of the information listed above in your request, you can check this step off your list and move on to the next step.

Explaining the employer’s responsibility to consider the request

• Employers must consider flexible working requests seriously and in a reasonable manner
• They must provide a written response within three months of the request
• Employers should follow their flexible working policy and comply with their legal obligations when considering the request
• They need to think about how the change might affect the business and how any problems can be dealt with
• The employer should decide whether to accept or reject the request, and if they reject it, they must give reasons
• How you’ll know when you can check this off your list and move on to the next step: Once you have given the employee a written response to their request, you can move on to the next step which is to explain the timeline for responding to a request.

Explaining the timeline for responding to a request

• Explain that the employer must provide a written response to the request within three months, starting from the date that the request is received
• Provide the employee with an estimate of when they can expect a written response
• Make sure the employee is aware that the employer must either agree to the request or provide a counter-proposal
• Advise the employee that the employer must explain their decision in writing and provide a right of appeal
• Notify the employee of their right to appeal the employer’s decision within 14 days
• Ensure the employee is aware of their right to take the matter to an employment tribunal if the employer does not respond within the three-month period

When you have explained the timeline for responding to a request, you can check this off your list and move on to the next step: Clarifying the employer’s responsibilities regarding flexible working requests.

Clarifying the employer’s responsibilities regarding flexible working requests

• Understand the legal obligations for UK employers under the Employment Rights Act 1996, Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000 and the Flexible Working Regulations 2002
• Learn about the Advisory, Conciliation and Arbitration Service (ACAS) Code of Practice on Handling Requests to Work Flexibly
• Inform employees of the employer’s decision about their flexible working request within three months
• Review the employee’s request and take into account the impact on the business and the employee
• Consider alternative arrangements if the request is refused
• Give the employee a right to appeal if their request is refused

When you can check this off your list and move on to the next step:

• When you have reviewed the relevant laws and regulations, and have made sure your organization is up to date on its responsibilities regarding flexible working requests.

Explaining the responsibilities for reviewing and responding to requests

• Explain to your employees who is responsible for reviewing and responding to their flexible working requests
• Make sure they understand that it is their manager’s responsibility to review their request, seek advice from HR, and make a decision
• Explain the timeframe within which a decision will be made and communicated to the employee
• Outline the process for appealing any decision, if applicable

You will know you have completed this step when you have explained the responsibilities for reviewing and responding to requests to your employees.

Outlining the process for appealing decisions

• Describe the process for appealing a decision on a flexible working request
• Refer to any relevant legislation or policies
• Explain who will be responsible for making the decision on any appeal
• Outline the timeframe in which a decision will be made
• Tell employees how they can appeal the decision
• Provide details of who they can contact for help with their appeal
• Ensure the appeals process is fair and consistent for everyone

Once all of the above points have been addressed, you can check this off your list and move on to the next step.

Explaining how to respond to flexible working requests

• Understand the legal requirements for responding to flexible working requests in the UK, such as the statutory right to request flexible working
• Respond to the request in writing within the timeframe specified by law, usually within 28 days
• Explain the decision to the employee in a clear and concise manner
• Ensure that the decision is based on evidence and a fair assessment of the employee’s request
• Give the employee the opportunity to appeal the decision if they are unhappy with it
• Monitor the decision to ensure it is being implemented properly
• Once you have responded to the request and the employee has accepted or appealed, you can move on to the next step.

Explaining how to properly assess each request

• Review the employee’s request for flexible working and assess the impact it would have on the business
• Consider the employee’s reasons for wanting to work flexibly
• Consider any potential solutions that could be suggested to the employee
• Consider the employee’s experience and qualifications
• Gauge the amount of work that would be required to implement the flexible working request
• Take into account any potential loss of productivity
• Assess the impact of the flexible working request on other staff members
• Check if the request is reasonable and if it can be accommodated
• Make a decision on the employee’s request and inform them of the outcome

When you can check this off your list and move on to the next step:

• When you have assessed the impact of the flexible working request on the business, considered the employee’s reasons and any potential solutions, gauged the amount of work required to implement the flexible working request, taken into account any potential loss of productivity, assessed the impact of the request on other staff members, and have checked that the request is reasonable and can be accommodated.

Explaining how to respond to the employee

• Explain to the employee that you are legally obliged to consider any request for flexible working in a reasonable manner.
• Set out how you will assess their request and the timescale within which you will respond.
• Explain that you may need to arrange a meeting with the employee to discuss their request in more detail.
• Provide clear information on the procedure for appealing if their request is refused.
• Outline the consequences of not complying with the regulations regarding flexible working requests.

How you’ll know when you can check this off your list and move on to the next step:
Once you have explained to the employee how you will assess their request and the timescale for responding to it, you can move on to the next step of outlining the potential consequences of refusing a request or failing to comply with the regulations.

Outlining the potential consequences of refusing a request or failing to comply with the regulations

• Explain the consequences of refusal or non-compliance to the employee, including the potential for legal action
• Outline the penalties for non-compliance, including any fines or other sanctions that could be incurred
• Describe the potential damage to the employee’s reputation, or to their career, if the request is refused
• Highlight any other potential repercussions of refusal or non-compliance
• Make sure the employee understands the risks associated with the request

Once you have outlined the potential consequences of refusal or non-compliance to the employee, you can check this step off your list and move on to the next.

Explaining the potential legal implications of refusing a request

• Explain to the employee that their request must be considered in accordance with the law, and that refusal of the request may lead to legal action
• Explain to the employee the legal issues that may arise from refusal, such as discrimination, breach of contract, or unfair dismissal
• Explain the potential risks of not following the law, such as potential fines, civil claims, or criminal prosecution
• Explain the legal rights of the employee if the request is refused, including the right to appeal and the right to take the matter to an employment tribunal
• Make sure to document the request, any discussions or decisions made, and any steps taken to mitigate any potential legal issues
• Once the explanation of the potential legal implications is provided, the employee can be informed that their request is now complete and you can move on to the next step.

Explaining the potential financial implications of failing to comply with the regulations

• Explain the financial implications of failing to comply with the regulations, such as the company being fined or having to pay compensation to an employee.
• Highlight any additional costs that could arise if the company fails to comply, such as the cost of an external employment tribunal or legal fees.
• Mention any potential costs to the business of employee absence or reduced productivity that could result from failing to comply with the regulations.
• Explain the costs associated with providing reasonable adjustments to an employee’s role, such as extra equipment or support.

When you can check this off your list and move on to the next step:

• When your team have a full understanding of the potential financial implications of failing to comply with the regulations.

Exploring the role of technology in facilitating flexible working

• Researching potential technology solutions for flexible working: e.g. video conferencing, virtual collaboration tools, etc.
• Assessing the potential benefits of implementing such solutions for flexible working
• Creating a comparison table of available solutions to help determine the most suitable one
• Testing the technology solutions to ensure they meet the requirements of the business
• Meeting with relevant stakeholders to discuss the pros and cons of each solution

Once all of the above is completed, you can check off this step and move on to the next step: ### Exploring the use of video conferencing and virtual collaboration tools.

Exploring the use of video conferencing and virtual collaboration tools

• Research and compare different video conferencing and virtual collaboration tools available in the UK
• Identify the ones that are most suitable for the company’s needs and budget
• Check if these tools are compatible with existing hardware and software
• Evaluate the security and privacy features of the tools
• Test out the tools and measure their performance
• When you have identified the most suitable tools and have tested them out, you can move on to the next step: Exploring the use of time tracking and project management tools.

Exploring the use of time tracking and project management tools

• Research different time tracking and project management tools that can help manage flexible working requests
• Set up an account with a suitable time tracking and project management tool
• Create a project template and assign tasks to team members
• Set up a system for tracking and reporting on progress
• Make sure the tool is compatible with the systems already in use
• Train team members on how to use the tool
• Monitor usage and ensure that the tool is being used efficiently
• Once you are satisfied that the system is working well, you can move on to the next step.

Exploring best practices for managing flexible working requests

• Research the legal implications of flexible working requests in the UK
• Research best practices for managing flexible working requests, such as setting expectations, communication protocols, and developing an effective process
• Consider using an online platform to facilitate the process and streamline communication
• Document your findings and create a flexible working policy
• When you have a comprehensive understanding of the legal implications and best practices for managing flexible working requests, you can move on to the next step.

Exploring strategies for effectively managing flexible working requests

• Research local labor laws and regulations to ensure you comply with all relevant legislation
• Familiarize yourself with the UK government’s Flexible Working Regulations
• Identify the types of requests you can and cannot accept
• Create a flexible working policy to explain the process in detail
• Set clear criteria for assessing requests
• Outline the steps involved in making requests and the timeline for each
• Develop a system for recording and tracking requests
• Decide how you will handle conflicts and appeals
• When you have a policy in place, communicate it to all employees
• When you have a system for handling requests, you can move on to the next step.

Exploring techniques for monitoring performance and productivity

• Research existing tools and techniques that employers use to monitor performance and productivity
• Develop a list of potential tools and techniques to monitor performance and productivity of remote/flexible workers
• Speak to employers who have experience with managing remote/flexible workforces to understand what techniques they use
• Consider the cost, availability and ease of use of the tools and techniques available
• Produce a report on the findings, including recommendations and advice on which techniques are best suited to monitoring performance and productivity

You’ll know when you can check this off your list and move on to the next step when you have produced a report on the findings, including recommendations and advice on which techniques are best suited to monitoring performance and productivity.

Providing resources to help employers and employees understand their rights and responsibilities in relation to flexible working requests

• Research relevant resources that explain the rights and responsibilities of employers and employees in the UK regarding flexible working requests
• Create a list of resources that employers and employees can refer to when making or responding to flexible working requests
• Create a document or page on your organization’s website that provides easy access to the list of resources
• Share the document or page with your team and other relevant stakeholders
• Monitor the usage of the resources to ensure they are being used effectively

You will know you can check this step off your list when you have completed the research, created the list of resources and shared the document or page with your team and other relevant stakeholders.

Identifying and sharing relevant resources

• Research and identify relevant UK laws and regulations relating to flexible working requests
• Identify any existing resources and/or guidance from government or other relevant bodies on how to make flexible working requests
• Create or compile a list of relevant resources and guidance for employers and employees
• Share the list of resources with employers and employees
• Check that all relevant information has been included in the list of resources
• When all relevant information has been included in the list of resources, you can move on to the next step.

Explaining the importance of understanding the relevant laws and regulations

• Ensure you are familiar with the relevant laws and regulations regarding flexible working in the UK.
• Make sure you understand the legal implications of making a flexible working request and the potential consequences of not following the correct procedure.
• Familiarize yourself with the latest government guidelines on flexible working in the UK.
• Research the rights of employees when it comes to making flexible working requests.
• Consult with a lawyer or HR specialist if you have any questions about the legalities of flexible working requests.
• Once you have a thorough understanding of the relevant laws and regulations, you can check this step off your list and move on to the next.

FAQ

John - What are the UK laws and regulations relating to flexible working requests?

A: The UK has a number of laws and regulations regarding flexible working requests. The Employment Rights Act 1996 allows employees to make a statutory request to work flexibly, and employers must consider the request in a reasonable manner. Additionally, the Working Time Regulations 1998 provide for the right to request flexible working hours, and employers must consider such requests in a reasonable manner. Furthermore, the Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000 protect part-time workers from less favourable treatment than that given to full-time workers. Finally, the Flexible Working Regulations 2002 give all employees with at least 26 weeks of continuous service the right to request flexible working hours.

Sarah - How is flexible working defined in the UK?

A: In the UK, flexible working is defined as any arrangement that allows an employee to alter their working hours, pattern or place of work. This could include changes such as going part-time or job sharing, compressed hours (working full time hours over fewer days), flexitime (arranging your own hours within an agreed range) or working from home.

David - Is flexible working only available to employees in the UK?

A: No, flexible working is available to employees in all EU countries, as well as some other countries outside of the EU. For example, in the USA, the Family and Medical Leave Act allows eligible employees up to 12 weeks of unpaid leave for certain family and medical reasons.

Emma - Does my employer have to agree to my flexible working request?

A: Your employer does not have to agree to your request but must consider it in a reasonable manner. This means that your employer must consider any potential business impacts of allowing you to work flexibly, before making a decision on your request.

Michael - How long do I need to have worked for my employer before I can make a flexible working request?

A: In order to make a statutory request for flexible working under the Employment Rights Act 1996, you need 26 weeks of continuous service with your current employer.

Elizabeth - What type of businesses does flexible working apply to?

A: Flexible working is available for all types of businesses in the UK. This includes both private companies and public sector organisations. It applies equally across all industries, from technology and SaaS companies through to retail and hospitality businesses.

Matthew - Is there any financial help available for employers who agree to flexible working requests?

A: Yes, employers may be eligible for financial support if they agree to a flexible working request from an employee. For example, the Government’s Working Tax Credit scheme provides grants for employers offering part-time jobs or jobs with reduced hours; this could help offset some of the costs associated with offering flexible working arrangements. Additionally, some local authorities offer financial incentives to employers who agree to flexible working requests from their employees.

Jessica - Can an employer refuse my request for flexible working?

A: Yes, an employer can refuse your request for flexible working if they feel that it would not be beneficial for their business. Employers must consider any potential business impacts before deciding whether or not they will grant your request; if they feel that it would be detrimental then they are entitled to refuse it.

Joshua - Is there a limit on how often I can make a flexible working request?

A: No, there is no limit on how often you can make a request for flexible working; however you cannot make more than one statutory request within any 12 month period under the Employment Rights Act 1996.

Patrick - Do I need my employer’s consent before making a flexible working request?

A: No, you do not need your employer’s consent before making a statutory request for flexible working under the Employment Rights Act 1996; however it is recommended that you discuss any changes regarding your work pattern with your employer beforehand as this may help them understand your reasons behind making a request and increase their likelihood of granting it.

Laura - What happens if my employer refuses my request for flexible working?

A: If your employer refuses your statutory request for flexible working under the Employment Rights Act 1996 then they must provide a written statement detailing why they have refused it and inform you of your right of appeal within 14 days. You then have 14 days in which you can appeal against their decision; if your appeal is unsuccessful then you may have grounds for taking legal action against them depending on what grounds they have used for refusing your request.

Kevin - Are there any other rights associated with making a flexible working request?

A: Yes, under the Employment Rights Act 1996 you also have protection against any detrimental treatment by your employer due to making a statutory request for flexitime or other forms of flexibility at work; this includes protection from dismissal or other forms of discrimination due to making such a request.

Stephanie - Are there any specific rules regarding who can make a formal request for flexitime or other forms of flexibility at work?

A: Yes, only employees with at least 26 weeks’ continuous service are eligible to make a statutory request for flexibility at work under the Employment Rights Act 1996; however some organisations may offer additional forms of flexibility even if an employee does not meet this criteria. Additionally, some roles may be exempt from being eligible due to health and safety concerns or because they are deemed senior positions within an organisation; this will depend on individual organisations’ policies and procedures so it’s best to check with them directly if you are unsure whether you are eligible or not.

Example dispute

Lawsuits Regarding Flexible Working Requests

• The plaintiff may raise a lawsuit referencing a flexible working request if their employer has violated the Flexible Working Regulations 2014.
• The employee must have made a formal request in writing and the employer must have refused the request without a good business reason.
• The employee may be able to argue that they were discriminated against due to their gender, age, race, disability or other protected characteristic.
• If the plaintiff is successful in their lawsuit, they may be eligible for financial damages, compensation for any emotional distress, and compensation for any additional costs incurred due to the refusal of their flexible working request.
• In order to win the case, the plaintiff must be able to demonstrate a direct causal link between the employer’s decision and the alleged discrimination.
• The court may also consider if the employer acted reasonably and in good faith, and if the employer provided reasonable alternatives or adjustments to the flexible working request.
• If a settlement is reached, the court may order that the employer takes action to rectify the situation and make reasonable adjustments to accommodate the flexible working request.

Templates available (free to use)

Acceptance Of Employees Appeal Flexible Working Requests
Employees Letter Of Appeal Flexible Working Request
Employees Request For A Change In Their Work Schedule Flexible Working Request
Employees Withdrawal Flexible Working Request
Employer Acceptance Letter And Contract Variation Flexible Working Request
Employer Confirmation Of Trial Period Flexible Working Request
Employer Rejection Letter Flexible Working Request
Employer Response Letter To Request Including Acknowledgment And Invitation To A Meeting Flexible Working Request
Employers Confirmation Of Decision Period Extension Flexible Working Request
Employers Letter Stating That Employees Request Will Be Treated As Withdrawn Flexible Working Request
Letter Rejecting Employees Appeal For Flexible Working Request

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