The legal position
Employees can make a statutory flexible-working request from their first day, with up to two requests in twelve months and one live request at a time. The process, including any appeal, normally needs to conclude within two months unless an extension is agreed. Employers must handle requests reasonably and consult before rejecting them. Refusal must rely on a statutory business reason. Disability-related reasonable adjustments are a separate obligation and should not be reduced to this request procedure.
Source and attribution [1]Using it in practice
Clarify the requested change and the problem it is intended to solve. Consider options, evidence and practical alternatives with the employee. If a trial would help, agree what is being tested, for how long and against which criteria. Record the reasons for the outcome in plain language. Apply a consistent process while recognising that roles and individual circumstances differ.
An example, not a reported case
Worked example · illustrative
An employee requests different start and finish times. A manager initially objects because “we have never done that”. HR helps identify actual coverage requirements and handover needs. The discussion produces a possible staggered rota and a review period. The decision is based on operational evidence and the relevant legal framework, not on whether the manager personally prefers everyone to be visible at the same time.
What to watch for
Further flexible-working reforms are planned. This article describes the framework checked on the review date, not an assumption that every proposed reform has commenced.
Take it into your next conversation
Three useful questions.
- Have we consulted before refusing?
- What evidence supports the business reason?
- Is there also a reasonable-adjustment issue?
Related terms
Go to the evidence
Sources & attribution
[1] Acas. Code of Practice on requests for flexible working. ↗
Official guidance supports the legal overview. Application notes and examples are original editorial material, not individual legal advice. Check the linked source for changes and the full qualifications.
Published 2026-09-20 · Reviewed 2026-09-20. Editorial approach