Flexible Working Requests.

Need advice about flexible working requests? Our employment experts are here to help.

An introduction to our flexible working requests legal services

Managing flexible working arrangements demands a nuanced approach. Our solicitors provide clear guidance on handling requests, balancing employee rights with business operational needs and updated ACAS requirements.

Up-to-date information about flexible working request legislation
Help drafting or reviewing flexible working request policies
Advice on how to handle submitted requests legally

Paul Britton

Managing Director

FAQs

Commonly asked questions on Flexible Working Requests.

1. What is a flexible working request?

Flexible working requests allow for employees work with the employer to work in a way that suits their needs. There are various ways flexible working can take place which include hybrid working, remote working, and flexible hours. Employees may request one alternative arrangement or a mixture of arrangements.

2. Are flexible working requests a benefit or legal right?

Some work arrangements are implemented as a company-wide benefit, such as working from home days as standard, and this is optional for a company to do this. This is separate from a flexible working request. Employees have a legal right to apply for flexible working arrangements from the first day of their employment. This is known as making a statutory application. It is not their legal right to have an application accepted, only to submit an application. Flexible working requests can only be made by employees. Those who are workers or self-employed do not have a legal right to make a flexible working request.

3. Do I have to accept all flexible working requests?

It’s important to act reasonably and legally when dealing with statutory requests (formal requests in writing) for flexible working. You must also act fairly during informal requests. There must be a genuine business reason for you to decline a request and the reason must be inline with legal guidelines. If you don’t have a genuine business reason for declining their request, or you don’t follow the correct procedures, employees could take you to the Employment Tribunal. Although employees don’t have to provide a reason for their request, it could be in both your best interests to discuss it. Many people request flexible hours for parenting or caring, in which case denying their request could be discriminatory. If you’re unsure on the correct procedures of handling requests, or you need advice on whether you can legally decline a request, our flexible working request solicitors can help.

4. How can you support my business?

There are three main ways that we work with businesses: Preventative measures We work with businesses to minimise the probability of employment issues arising and to advise on contractual and workplace changes. This includes elements like training for management, contract reviews, and policy reviews. Crisis and claim management Where businesses are facing the prospect of a claim, we act swiftly to minimise damage and defend your company’s interests prior to and during any Employment Tribunal action. Post-claim changes If your business has recently faced a claim or had a spate of grievances raised, we will identify any underlying issues and provide you with a plan of action to minimise business disruption.

5. When should I consult a flexible working request solicitor?

Most companies seek assistance from flexible working request solicitors when something goes wrong, for example, if they are facing an Employment Tribunal claim. However, these situations can typically be avoided with the right policies and training. Key moments where it’s beneficial to take advice from a solicitor:

Upon start-up of a new business, to ensure employment contracts are consistent and correct from the beginning.
When looking to introduce new contract types, e.g. zero hour contracts or apprenticeship agreements.
Varying contractual terms for existing employees.
When introducing employee benefits or new policies, like flexible working arrangements.
Changing sickness or performance management processes.
When dismissing an employee who may have a protected characteristic.
During the redundancy process.

This list isn’t exhaustive and if you’re unsure whether your particular circumstances warrant an employment law solicitor, just call our friendly team on 0203 007 5500 and we’ll let you know.

6. How much does employment law advice cost?

We offer a range of services for all business sizes and needs, from one-off assistance to long-term support.

Our employment retainers offer access to an employment law solicitor and HR professional, alongside other benefits, from just £275 per month exclusive of VAT and can be scaled upwards for any business size. You’ll also receive up to 25% off our fees across our full service offering, including corporate and dispute resolution services.

We also offer the option to purchase hourly packages or to pay by the hour if you only need us occasionally or under specific circumstances.

If you’re contacting us specifically to resolve a claim for unfair or wrongful dismissal, our fee outlines can be found here.

6. Why should you choose Britton and Time Solicitors?

Our employment law team includes solicitors and HR professionals to provide a blend of legal and practical guidance on a wide range of matters across a broad selection of sectors. We offer pragmatic advice and solutions that pre-empt common employment issues that are often overlooked or ignored.

We advise public sector bodies and private enterprises of all sizes, from start-ups to multi-nationals, and heavily unionised organisations, all from our employment hubs in London and Brighton.

Our highly experienced team are here to help steer your business to the right outcomes at all stages of the employee lifecycle, from recruitment to retirement.

Meet our expert Flexible Working Requests team.

Paul Britton

Managing Director

Yasmin Govan

Solicitor

Adam Geele

Paralegal

Aliya Asif

Paralegal

Jess Hynes

Paralegal

Jessica Soltermann

Paralegal

Hannah Klein

Junior Paralegal