What Are Flexible Work Hours?
Flexible work hours allow employees to adjust their working times to better suit their personal needs and lifestyle. Instead of sticking to a traditional 9-to-5 schedule, you might start and finish earlier or later, compress your full-time hours into fewer days, or reduce your hours to work part-time. Examples of flexible hours include:
**Changing start and finish times** (sometimes called ‘flexitime’), so you might begin work at 8am and finish at 4pm instead of the usual 9am to 5pm.
**Compressed hours**, where you work your usual full-time hours over fewer days, such as working four longer days instead of five standard ones.
**Part-time work**, where your total weekly hours are reduced, perhaps to fit around studies, caring responsibilities, or other commitments.
Flexible work hours are just one type of arrangement under the broader concept of Flexible Work. Other flexible working options might include working from home, job sharing, or term-time only contracts. In some cases, you may need specific Accommodations if you have a disability or health condition that affects your working pattern.
There are many benefits to flexible work hours. For employees, they can make it easier to balance work with family life, education, or other responsibilities. Flexible hours can also help reduce stress, improve wellbeing, and increase job satisfaction. For employers, offering flexible hours can lead to higher staff retention, reduced absenteeism, and a more motivated workforce.
In the UK, you have a legal right to request flexible working if you are an employee with at least 26 weeks’ continuous service. This right is set out in the Employment Rights Act 1996 and the Flexible Working Regulations 2014. Your employer must consider your request in a ‘reasonable manner’, and can only refuse it for specific business reasons, such as the burden of additional costs or an inability to reorganise work among existing staff.
Flexible work hours are especially important for parents and carers. If you’re planning a family or returning to work after having a child, you might want to explore your options for Maternity, Paternity, and Parental Leave alongside making a flexible working request.
Understanding your rights and the types of flexible working available can help you find the best balance between your job and your personal life. If you’re considering a change, it’s helpful to think about which arrangement would suit you best and how to discuss it with your employer.
Your Right to Request Flexible Working Hours in the UK
If you are employed in the UK, you have a legal right to request flexible working hours once you have completed 26 weeks of continuous employment with your employer. This right is set out in the Employment Rights Act 1996 and further detailed in the Flexible Working Regulations 2014. It allows eligible employees to formally ask for changes to their working patterns to help balance work with personal responsibilities, such as childcare, caring for relatives, or pursuing studies.
Flexible working arrangements can take many forms, depending on your needs and the nature of your job. Common examples include:
**Changing start or finish times** (known as flexitime)
**Compressed hours** (working your full hours over fewer days)
**Part-time work**
**Job sharing** (splitting one full-time role between two people)
**Remote or home working**
**Annualised hours** (working a set number of hours over the year, rather than each week)
**Staggered hours** (different starting, break, and finishing times for employees in the same workplace)
You can request any arrangement that you believe will help you manage your work alongside your personal life. Your employer must consider your request in a reasonable manner, though they are not obliged to agree if there are valid business reasons for refusal.
The statutory right to request flexible working applies to most employees who have worked for the same employer for at least 26 weeks continuously. However, there are some exceptions:
**Agency workers** and **contractors** do not have this right under the statutory scheme.
Some workers in the armed forces are also excluded.
If you are unsure whether you qualify, it can be helpful to check your employee rights or speak to your HR department.
Flexible working is about more than convenience—it supports a healthy work-life balance and can make it easier to meet family or personal commitments. Whether you need to care for children, support a relative, manage a health condition, or simply want more control over your schedule, flexible working can help you stay productive and engaged at work without sacrificing your personal life.
Employers are increasingly recognising the benefits of flexible working, including higher job satisfaction, reduced absenteeism, and improved staff retention. If you think a different working arrangement could help you, it’s worth understanding your rights and considering how to make a formal request.
How to Make a Flexible Working Request
Making a formal request for flexible working is a straightforward process, but it’s important to follow the legal steps to ensure your application is considered properly. Here’s how to go about it:
**Check Your Eligibility** Before making a request, confirm you are eligible. In the UK, any employee can request flexible working if they have worked for their employer for at least 26 weeks. You can only make one statutory request in any 12-month period.
**Write a Formal Request** Your request must be in writing. While some employers have specific forms, a simple letter or email is acceptable. Clearly state that you are making a statutory request for flexible working.
**Include Key Information** Make sure your request covers:**The change you want:** For example, working from home on certain days, changing your start or finish time, or compressing your hours.
**When you want the change to start:** Be clear about your preferred start date.
**How the change might affect your work or your team:** Employers need to consider the impact, so suggest how any challenges could be managed.
**Whether you’ve made a previous request:** State if you have submitted a flexible working request before, and if so, when.
Submit Your Request Send your written request to your manager or HR department. Keep a copy for your records.
**Be Specific:** Outline exactly what changes you want and why they will help you balance work and personal commitments.
**Anticipate Concerns:** Think about how your request might affect your colleagues or workflow, and suggest solutions.
**Be Professional:** Approach the conversation positively and be open to discussing alternative arrangements if your original request cannot be met in full.
**Support Your Request:** If your reason is related to caring responsibilities, health, or study, mention this (although you are not required to give a reason).
Once your request is received, your employer must consider it in a “reasonable manner,” as set out in the Employment Rights Act 1996 and the Flexible Working Regulations 2014. They must give you a decision within three months (unless you both agree to extend this period). Your employer can only refuse your request for certain business reasons, such as the burden of additional costs or impact on quality and performance.
If your request is accepted, your contract will be permanently changed unless you agree otherwise. If refused, your employer must explain the business reasons in writing.
For more details on your overall rights and options, see our main guide to flexible working.
How Employers Must Consider Your Request
When you make a formal request for flexible working in the UK, your employer is legally required to follow a clear process, as set out in the Employment Rights Act 1996 and the Flexible Working Regulations 2014. Understanding how your employer must handle your request can help you feel confident and prepared.
Once you submit a written request for flexible working, your employer must consider it in a “reasonable manner.” This means they should:
Assess the advantages and disadvantages of your request.
Hold a meeting with you to discuss the request, if necessary.
Make a decision based on facts and business needs, not personal preferences.
The law requires your employer to respond to your request in writing within three months of receiving it (this period can be extended if you both agree). The written response must clearly state whether your request has been accepted or refused. If refused, your employer must provide specific business reasons for their decision.
Your employer cannot refuse your request for just any reason—they must rely on one or more of eight specific business grounds, which are:
**The burden of additional costs** – If granting your request would be too expensive for the business.
**Detrimental effect on ability to meet customer demand** – If flexible hours would make it harder to serve customers.
**Inability to reorganise work among existing staff** – If there’s no way to cover your work with the current team.
**Inability to recruit additional staff** – If hiring extra help isn’t possible or practical.
**Detrimental impact on quality** – If the quality of work or service would suffer.
**Detrimental impact on performance** – If the overall performance of the business or team would be affected.
**Insufficiency of work during the periods you propose to work** – If there isn’t enough work to justify your proposed hours.
**Planned structural changes** – If there are upcoming changes to the business that would affect your role or department.
If your employer refuses your request, they must state which of these reasons apply and explain how it relates to your situation.
Employers must act promptly. By law, the entire process—from receiving your request to giving you a final decision, including any appeal—must be completed within three months, unless you and your employer agree to extend this period. The response must always be in writing, so you have a clear record of their decision and reasoning.
If your request is refused, you have the right to appeal the decision. An appeal gives you the chance to address any misunderstandings or provide additional information that might change your employer’s mind. Your employer should explain how to appeal in their written response.
You can also make a further flexible working request, but under current rules, you are generally limited to making two statutory requests in any 12-month period (check for the latest updates, as this may change in future). If you believe your request was not handled fairly or your employer did not follow the correct process, you may be able to make a complaint to an employment tribunal.
Keep a copy of all correspondence between you and your employer.
Prepare to discuss how your proposed arrangement will benefit both you and your employer.
If you are refused, ask for feedback and consider whether an appeal or a revised request might be appropriate.
Understanding your rights and the process can help you approach flexible working discussions with confidence and clarity.
Protections Against Unfair Treatment
When you ask for flexible work hours, the law is on your side to make sure you are treated fairly. Under the Employment Rights Act 1996 and the Flexible Working Regulations 2014, you are protected from being dismissed or treated unfairly simply because you made a request for flexible working. This means your employer cannot penalise you, reduce your hours, change your job role, or treat you less favourably because you have exercised your right to request flexible working.
If you make a flexible working request, your employer must not dismiss you or take any disciplinary action as a result. This protection applies whether your request is approved or not. For example, if you request to work part-time to care for a child and, shortly after, you are demoted or your contract is terminated without a fair reason, this could be considered unfair treatment under the law.
Flexible working requests are often linked to caring responsibilities, disability, or religious needs. The Equality Act 2010 makes it unlawful for your employer to discriminate against you based on protected characteristics such as age, disability, gender reassignment, pregnancy and maternity, race, religion or belief, sex, or sexual orientation. If your request for flexible working is related to one of these characteristics and your employer treats you less favourably as a result, this could amount to discrimination.
For instance, if a disabled employee requests flexible hours as a reasonable adjustment and the employer refuses without a valid business reason, this might be discriminatory. Similarly, if a parent is denied flexible working and feels they are being treated differently to colleagues without caring responsibilities, this could also be challenged.
If you believe you have been treated unfairly or discriminated against after making a flexible working request, you have several options:
**Raise the issue informally:** Start by discussing your concerns with your employer or HR department. Sometimes, misunderstandings can be resolved through open communication.
**Use your company’s grievance procedure:** If informal discussions don’t help, you can make a formal complaint using your employer’s grievance process.
**Seek external support:** If the issue remains unresolved, you may contact Acas (Advisory, Conciliation and Arbitration Service) for free advice and early conciliation.
**Consider legal action:** If you are dismissed or suffer a detriment because of your request, you may have the right to make a claim to an employment tribunal.
Understanding your employee rights is crucial in these situations. You should keep records of your request, any responses from your employer, and any incidents of unfair treatment.
Can my employer refuse my flexible working request? Yes, but only for specific business reasons, such as the burden of additional costs or an impact on quality and performance. However, refusal must be justified, and you should not face negative consequences for simply making the request.
What if I am dismissed after making a request? If you are dismissed, and you believe it is because you made a flexible working request, you may be able to claim unfair dismissal, provided you meet the eligibility criteria.
Remember, the law is designed to protect you from unfair treatment when balancing your work and personal life through flexible working arrangements. If you need further advice, consider seeking support from a trade union, Acas, or a legal professional.
Balancing Flexible Work Hours with Family and Personal Life
Flexible work hours can make a significant difference when it comes to managing family and personal commitments. Whether you’re juggling school runs, caring for relatives, or fitting in studies, flexible working arrangements can help you create a routine that suits your life outside work.
Many parents and carers use flexible hours to better coordinate childcare, such as adjusting start and finish times to match school schedules or nursery pick-ups. Others may use flexibility to attend medical appointments, support elderly relatives, or pursue further education. By law, all employees in the UK with at least 26 weeks’ continuous service have the right to request flexible working. This is set out in the Employment Rights Act 1996 and the Flexible Working Regulations 2014.
When considering flexible work hours, it’s helpful to think about how these arrangements fit with other types of family leave you might be entitled to. For example, you may want to combine a flexible working request with periods of maternity, paternity and parental leave. Planning ahead can help you make the most of your rights and ensure a smoother transition when returning to work after time off.
UK law provides a range of family leave options, including maternity leave, paternity leave, shared parental leave, and unpaid parental leave. Each type of leave comes with its own eligibility rules and benefits. For instance, statutory maternity leave allows up to 52 weeks off, while shared parental leave lets parents split up to 50 weeks’ leave and 37 weeks’ pay. Understanding these rights can help you decide how flexible working might complement other arrangements.
Flexible hours are just one way to achieve a better work-life balance. Some employees may benefit from other accommodations, such as remote working, job sharing, or adjustments for health conditions. If your needs change over time, you can discuss different options with your employer to find the best fit for your situation.
By making use of your rights to flexible working and family leave, you can tailor your working life to better support your family and personal responsibilities. If you’re unsure where to start, consider speaking with your HR department or seeking advice to explore all your options.
Further Resources and Next Steps
Understanding your right to request flexible work hours is an important step towards achieving a better balance between your job and personal life. In the UK, all employees who have worked for their employer for at least 26 weeks have the legal right to request flexible working arrangements. This right is set out in the Employment Rights Act 1996 and the Flexible Working Regulations 2014. Flexible work hours can include changes to your start and finish times, compressed hours, job sharing, or working from home.
To make a request, you must submit it in writing to your employer, outlining the changes you want and how you think they might affect the business. Your employer must consider your request in a reasonable manner and respond within three months. They can only refuse your request for specific business reasons, such as the burden of additional costs or an inability to reorganise work among existing staff.
If you feel you have been treated unfairly or your request has been refused without a valid reason, you are protected by law from unfair treatment or dismissal. You may have the right to appeal your employer’s decision or take your case to an employment tribunal.
For further help and advice, organisations like ACAS (Advisory, Conciliation and Arbitration Service) and Citizens Advice offer free, confidential guidance on flexible working and your legal rights. ACAS provides detailed information on how to make a request and what to do if you face difficulties at work. Citizens Advice can help you understand your options and support you if you experience discrimination or unfair treatment.
To explore the full range of flexible working options, visit our Flexible Work page for a comprehensive overview. If you want to understand your broader protections at work, our employee rights section covers topics like pay, holiday, and workplace safety.
Considering flexible work hours can be a positive step towards a more balanced and fulfilling work-life. Whether you need to care for family, pursue education, or simply want more control over your schedule, knowing your rights and the support available can help you make informed decisions. If you’re thinking about flexible working, take the time to review your options, speak to your employer, and seek advice if needed to ensure the arrangement works for both you and your workplace.
