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Flexible Working Request Form
ERA 2025
A formal employee request form for flexible working under UK law. Captures the requested working pattern, proposed start date, business impact comments, and supporting rationale for internal review.
What's included
- ✓Employee request details
- ✓Current and proposed pattern fields
- ✓Business impact section
- ✓Submission and acknowledgement wording
Recent legal changes
The Employment Relations (Flexible Working) Act 2023 made the right to request flexible working a day-one right from 6 April 2024, removed the requirement for the employee to explain how the change might affect the employer, and allowed two requests in any 12-month period. The Employment Rights Act 2025 strengthens the framework by introducing a presumption that flexible working will be granted unless the employer can show it is not reasonably feasible. This template is drafted as a complete request form covering the information employees need to submit and the supporting context that strengthens a request under the post-2025 framework.
What is a Flexible Working Request Form?
A flexible working request form is a written submission from an employee to their employer asking for a change to their working pattern — typically a change to hours, days, location, or the structure of their working week. Under section 80F of the Employment Rights Act 1996 (as amended), a request must be in writing, must state that it is a statutory request for flexible working, must specify the change requested and the date from which it is sought, and must confirm whether any previous request has been made and when. This template provides a complete form covering all statutory requirements and includes prompts for the supporting context that helps the employer assess the request — operational impact, proposed transition arrangements, and any relevant personal circumstances the employee wishes the employer to consider.
When do you need one?
An employee can submit a flexible working request from their first day of employment. Common triggers include returning from parental leave, adjusting to caring responsibilities, managing a long-term health condition, accommodating study or training, or addressing commuting or childcare logistics. An employee may make up to two statutory requests in any 12-month period. The request should be submitted as early as practicable before the desired change date, because the employer has up to two months to make a decision (including any agreed extension). This template is suitable for a first or second statutory request and includes a section confirming whether any previous request has been made within the 12-month window.
Last updated: 1 May 2026
Frequently asked questions
Do I need to give a reason for my flexible working request?
You are not required to justify the request or explain how the change might affect the employer — the Employment Relations (Flexible Working) Act 2023 removed that requirement from 6 April 2024. However, including supporting context can strengthen your request: an employer assessing a request weighs the operational impact against the practical benefit to the employee, and providing relevant context (caring responsibilities, health, transition to parenthood, study, commuting realities) helps the decision-maker form a fair view. The template includes optional fields for this context — they are not statutory requirements.
How long does my employer have to respond?
The employer must deal with the request in a reasonable manner and must complete the process — including any consultation, decision, and appeal — within two months of receiving the request, unless an extension is agreed in writing. Within that period, the employer must consult with you before refusing, must base any refusal on one or more of the eight statutory grounds in section 80G of the Employment Rights Act 1996, and must communicate the decision in writing. If the employer fails to follow the procedure, you can bring a tribunal claim for compensation of up to eight weeks' pay.
Can my employer refuse a request from a parent returning from parental leave?
An employer can refuse any flexible working request — including from a parent returning from leave — but only on one of the eight statutory grounds, and only after consultation. A blanket policy of refusing flexible working for returning parents is likely to amount to indirect sex discrimination under the Equality Act 2010, because it disproportionately disadvantages women, who still take the majority of parental leave in the UK. Returning parents should submit a clear request as early as possible, ideally before the end of leave, and should keep a written record of the consultation. Tribunals consistently treat the post-leave flexible working request as a high-risk decision point for indirect discrimination claims.
What happens if my request is refused?
If your request is refused, the employer must give written reasons identifying which of the eight statutory grounds applies and explaining the operational reasoning. You have a right of appeal — exercise it in writing within the time limit set by the employer's policy. If the appeal is refused or the employer fails to handle the request reasonably, you can bring a tribunal claim. Possible outcomes include compensation of up to eight weeks' pay, a declaration that the employer breached the procedure, and a tribunal direction that the employer reconsider the request. Indirect discrimination claims under the Equality Act 2010 carry uncapped compensation and can be brought alongside the flexible working procedural claim.