What is Flexible Work?
Flexible work refers to any working arrangement that allows you to vary your hours, location, or work pattern to better suit your personal needs and responsibilities. It is designed to help people balance their job with other commitments, such as family, education, or health, making it easier to manage both work and personal life.
There are several common types of flexible working arrangements in the UK, including:
**Part-time work:** Working fewer hours than a full-time role, often with a regular schedule.
**Remote or home working:** Doing your job from home or another location outside your main workplace, either full-time or for part of the week.
**Compressed hours:** Working the same total hours as a full-time job, but over fewer days (for example, four longer days instead of five).
**Job sharing:** Splitting the responsibilities of one full-time job between two or more people.
**Flexitime:** Having some control over your start and finish times, within agreed limits.
Flexible work arrangements can benefit both employees and employers. For employees, it can improve wellbeing, reduce stress, and make it easier to handle childcare or other commitments. For employers, offering flexible work can help attract and retain talented staff, boost morale, and reduce absenteeism.
In the UK, the right to request flexible working is protected by law. Under the Employment Rights Act 1996 and the Flexible Working Regulations 2014, most employees have the legal right to ask for flexible working once they have worked for their employer for at least 26 weeks. Employers must consider these requests in a reasonable manner, although they can refuse them for specific business reasons.
To learn more about your rights at work and how flexible working fits within the wider legal framework, see our Employment overview.
Your Legal Rights to Flexible Working in the UK
In the UK, most employees have a legal right to request flexible working arrangements. This right is set out in the Employment Rights Act 1996 and further supported by the Flexible Working Regulations 2014. If you have worked for your employer for at least 26 weeks, you can make a formal request to change your working hours, work location, or work pattern.
Flexible working can take many forms. You might ask to work part-time, compress your hours into fewer days, work from home, job share, or adjust your start and finish times. The law allows you to request any change to your terms and conditions relating to when, where, or how you work.
To make a request, you need to put it in writing, clearly stating the change you want and the date you would like it to start. You should also explain how you think the change might affect your employer and how any issues could be managed.
Employers are legally required to consider all flexible working requests in a “reasonable manner.” This means they must assess the advantages and disadvantages, hold a meeting with you to discuss the request, and inform you of their decision. They can only refuse a request for specific business reasons, such as extra costs or an inability to reorganise work among existing staff.
Once you submit your request, your employer must respond within three months, including any appeal process. If your request is refused and you believe it wasn’t handled fairly, you may have further employee rights you can explore.
Understanding your rights around flexible working can help you find a better balance between your job and personal life, and ensure you are treated fairly at work.
How to Request Flexible Working
Requesting flexible working in the UK is a straightforward process, but it’s important to follow the correct steps to ensure your request is considered properly. Under the Employment Rights Act 1996 and the Flexible Working Regulations 2014, all employees with at least 26 weeks’ continuous service have the legal right to request flexible working.
**Check Your Eligibility** Make sure you have worked for your employer for at least 26 weeks and have not made another flexible working request in the past 12 months.
**Prepare Your Request in Writing** Your request should be made in writing, either by letter or email. Some employers may have a standard form—check your workplace policy.
**Include Key Information** In your request, be sure to clearly state:The change you are seeking (for example, different start/finish times, remote working, or a new work pattern).
The date you want the change to start.
Whether you have made a previous request, and if so, when.
How you think the change might affect your employer and how any challenges could be addressed.
Explain Your Reasons (Optional) While you don’t have to give a reason, it can help your employer understand your needs and consider your request more fully.
Submit Your Request Send your written request to your employer’s HR department or your line manager, following any internal procedures your workplace may have.
**Be Clear and Concise:** Set out your proposed changes and why they would work for you and the business.
**Be Open to Discussion:** Your employer may want to discuss your request further. Approach these conversations positively and be prepared to consider compromise.
**Keep Records:** Save copies of your request and any responses or notes from meetings.
If you change your mind or need to adjust your request after submitting it, let your employer know as soon as possible in writing. You can withdraw your request, but keep in mind that you are generally limited to one formal request every 12 months, so consider your options carefully before making changes.
If your request is refused or you encounter difficulties during the process, you may want to explore your options through employment dispute procedures to resolve any disagreements.
By following these steps, you can make a strong case for flexible working that meets your needs and those of your employer.
How Employers Must Handle Flexible Work Requests
When you make a flexible working request, your employer has a legal duty to consider it in a “reasonable manner.” This requirement is set out in the Employment Rights Act 1996 and the Flexible Working Regulations 2014. Employers must assess your request based on specific business grounds and cannot refuse it without good reason.
Valid business reasons for refusing a flexible working request include:
The burden of additional costs
A negative effect on the ability to meet customer demand
Inability to reorganise work among existing staff
Inability to recruit additional staff
A detrimental impact on quality or performance
Insufficient work available during the times you propose to work
Planned structural changes to the business
If your employer decides to refuse your request, they must give you a clear explanation in writing, outlining the specific business reason for the refusal. This explanation should help you understand why your request could not be accommodated.
You also have the right to appeal the decision or ask for an internal review, depending on your employer’s procedures. This allows you to challenge the outcome if you feel your request was not handled fairly or the reasons given do not apply to your situation.
What to Do if Your Flexible Work Request is Refused
If your flexible working request is refused, you still have several options. First, your employer should give you a valid business reason for the refusal, as required by the Employment Rights Act 1996 and the Flexible Working Regulations 2014. Common reasons include the burden of additional costs, an inability to reorganise work among existing staff, or a negative impact on quality or performance.
If you disagree with the decision, most employers offer an internal appeal process. Check your company’s flexible working policy or staff handbook for details on how to appeal. Often, discussing your concerns informally with your manager or HR can help clarify misunderstandings or lead to a compromise.
If you believe the refusal was unfair or did not follow the correct procedure—for example, if your employer didn’t consider your request properly or discriminated against you—you can raise a formal grievance. This involves setting out your concerns in writing and following your employer’s grievance procedure.
In some cases, you may want to seek external advice, especially if you think your request was refused unlawfully or because of discrimination. You can contact Acas (the Advisory, Conciliation and Arbitration Service) for free advice, or speak to a solicitor or trade union representative. If the issue cannot be resolved internally, you may consider following employment dispute procedures to take the matter further.
Employers who fail to follow the law when refusing a flexible working request could face legal consequences, such as claims for breach of procedure or discrimination at an employment tribunal. It’s important to act promptly, as there are strict time limits for making a claim.
Types of Flexible Working Arrangements
Flexible working can take many forms, allowing you to adjust your job to better suit your personal circumstances. Here are some of the most common types of flexible working arrangements available in the UK:
Flexible Work Hours This arrangement lets you vary your start and finish times, or spread your hours differently across the week. For example, you might work earlier or later than the standard office hours, or take longer lunch breaks and make up the time elsewhere. To learn more about how this works, including your rights and how to request it, see our guide on flexible work hours.
Remote or Home Working Remote working allows you to do your job from somewhere other than your employer’s usual workplace, such as your home. This can be full-time or just for part of the week. The law gives you the right to request remote working, but your employer must consider whether it’s reasonable for your role and the business.
Compressed Hours With compressed hours, you work your usual total number of hours over fewer days. For example, you might do your full-time hours in four longer days instead of five. This can give you more days off without reducing your pay.
Job Sharing Job sharing means two people split the duties and pay of one full-time role. This can be a helpful option if you want to work part-time but still take on a role that’s usually full-time.
Flexible working can be tailored to fit both your needs and your employer’s requirements. Some jobs may be better suited to certain types of flexible working, depending on the tasks involved and the needs of the business.
Under the Employment Rights Act 1996 and the Flexible Working Regulations 2014, all employees in the UK have the legal right to request flexible working after 26 weeks of continuous employment. Employers must consider requests in a reasonable manner and can only refuse them for specific business reasons.
If you’re interested in changing your work pattern, it’s important to understand which type of flexible working might suit you best and what the legal process involves. For more details on specific arrangements and how to make a request, follow the links to our in-depth guides.
Accommodations and Flexible Work
Flexible working can play an important role in supporting employees with disabilities or long-term health conditions. In the UK, the Equality Act 2010 places a legal duty on employers to make “reasonable adjustments” to help disabled employees overcome barriers at work. This means your employer must consider changes to your working arrangements if your disability or health needs make it difficult to do your job in the usual way.
Flexible working is one of the most common forms of workplace accommodation. Examples include changing your start or finish times, working from home for some or all of the week, compressing your hours into fewer days, or job sharing. These adjustments can help you manage medical appointments, reduce fatigue, or create a more accessible working environment.
Employers are expected to discuss your needs with you and consider all reasonable options. The right solution may involve combining flexible working with other types of accommodations, such as adapting your workspace, providing specialist equipment, or offering support services. Every situation is different, so what is reasonable will depend on your role, your employer’s resources, and the impact on the business.
If you think flexible working could help you at work because of a disability or health condition, you have the right to request it as part of a reasonable adjustment. To learn more about your rights and the full range of workplace accommodations available, visit our dedicated page.
Balancing Flexible Work with Other Employment Issues
Balancing flexible work with other employment issues is an important consideration for both employees and employers. While flexible working can help you manage your work-life balance, it’s useful to understand how it interacts with other aspects of your job.
If you’re working flexibly, you are still subject to your employer’s usual standards and policies. This means that if concerns arise about your conduct or performance, your employer can still start disciplinary meetings in line with their normal procedures. The right to request flexible working does not protect you from disciplinary action, but your employer must treat you fairly and not discriminate against you because you have a flexible arrangement.
Being on a flexible work arrangement does not prevent you from being dismissed if there is a fair reason, such as misconduct or redundancy. However, it is unlawful for your employer to dismiss you simply because you requested or are using flexible working. To learn more about your protections and what counts as a fair dismissal, visit our page on dismissal.
Flexible working should not negatively affect your employment references. Employers must provide honest and fair references, regardless of your working pattern. If you decide flexible working is not right for you, or if your circumstances change, you may consider resignation. It’s important to follow the correct notice procedures as set out in your contract.
Your eligibility to work in the UK is not affected by whether you work flexibly or not. If you have questions about your legal status or documentation, see our guide on your right to work. Flexible working is possible under various types of employment, including full-time, part-time, fixed-term, or zero-hours contracts. Each type may have different rules or practical considerations, so it’s worth checking which applies to your situation.
Flexible workers are covered by the same workplace policies as everyone else. This includes rules around health and safety, conduct, and workplace drug testing if your employer has such procedures in place. If you face challenges or concerns at work, whether related to flexible working or not, our section on workplace issues covers common problems and where to get help.
Understanding how flexible work interacts with these areas can help you make informed decisions and avoid unexpected problems while enjoying the benefits of a more adaptable working life.
Further Resources and Support
If you need more information or support about flexible working, there are several places you can turn to for help.
Government Guidance: The UK Government provides clear guidance on flexible working rights under the Employment Rights Act 1996 and the Flexible Working Regulations 2014. You can find up-to-date information about who can apply, how to make a request, and what employers must do in response.
Advisory Bodies: Acas (the Advisory, Conciliation and Arbitration Service) offers practical advice on flexible working, including how to approach conversations with your employer and what to do if your request is refused. Their resources are free and designed to be easy to understand.
Finding Legal Advice: If you need more personalised support or your situation is complex, you may want to seek legal advice. Many solicitors specialise in employment law and can help you understand your rights or represent you if you feel you have been treated unfairly. Citizens Advice also provides free, confidential guidance on employment issues, including flexible working.
Related Topics: Understanding flexible working is just one part of knowing your rights at work. You may also find it helpful to read more about your employee rights, or what steps to take if you need to follow employment dispute procedures. For a broader look at your legal protections and responsibilities at work, visit our Employment overview.
