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Treat request as withdrawn
📁 Withdrawal of flexible working request
Employer's Letter Stating That Employee's Request Will Be Treated As Withdrawn (Flexible Working Request)
Employer's Letter Stating That Employee's Request Will Be Treated As Withdrawn (Flexible Working Request)
Publisher one
Genie AIJurisdiction
England and WalesRelevant sectors
Type of legal document
📁 Withdrawal of flexible working requestBusiness activity
Treat request as withdrawnA withdrawal of flexible working request covers the law in regards to an employee who has submitted a request to work flexibly. This request can be withdrawn at any time by the employee without needing to give a reason. The employer must then deal with the request in accordance with the statutory procedure.
This legal template serves as a letter from an employer notifying an employee that their request for flexible working will be treated as withdrawn, within the legal framework of UK employment law.
Flexible working refers to any non-traditional work arrangement, such as part-time hours, job-sharing, flexible hours, or remote work. The UK law provides employees with the right to request flexible working arrangements, subject to certain criteria and statutory procedures.
The letter is typically sent by the employer in response to an employee's formal request for flexible working. It acknowledges the employee's initial request while clarifying that the employer has made a decision to treat the request as withdrawn, indicating that the requested changes will not be implemented.
The letter may explain the reasons behind the decision, which may include business-related justifications, a lack of organizational feasibility, or the employer's assessment that the proposed changes may adversely affect business efficiency or the ability to meet client demands. The letter is generally careful to comply with legal requirements by avoiding discriminatory or unjust treatment.
Lastly, the letter may provide information on alternative options for the employee, such as suggesting a review of the existing work arrangements, or encouraging the employee to resubmit a fresh request at a later time, reinforcing the possibility of reevaluation under different circumstances.
Disclaimer: Please note that this description is a general interpretation and should not be considered as legal advice. Legal matters can be highly complex, and it is recommended to consult with a qualified legal professional when preparing any legal document or dealing with employment-related issues in the UK.
Flexible working refers to any non-traditional work arrangement, such as part-time hours, job-sharing, flexible hours, or remote work. The UK law provides employees with the right to request flexible working arrangements, subject to certain criteria and statutory procedures.
The letter is typically sent by the employer in response to an employee's formal request for flexible working. It acknowledges the employee's initial request while clarifying that the employer has made a decision to treat the request as withdrawn, indicating that the requested changes will not be implemented.
The letter may explain the reasons behind the decision, which may include business-related justifications, a lack of organizational feasibility, or the employer's assessment that the proposed changes may adversely affect business efficiency or the ability to meet client demands. The letter is generally careful to comply with legal requirements by avoiding discriminatory or unjust treatment.
Lastly, the letter may provide information on alternative options for the employee, such as suggesting a review of the existing work arrangements, or encouraging the employee to resubmit a fresh request at a later time, reinforcing the possibility of reevaluation under different circumstances.
Disclaimer: Please note that this description is a general interpretation and should not be considered as legal advice. Legal matters can be highly complex, and it is recommended to consult with a qualified legal professional when preparing any legal document or dealing with employment-related issues in the UK.
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