It is important to note that if your flexible working request is accepted, it will form a permanent change to your contract unless you or your employer specifies that the arrangement should be temporary. This guidance applies to initial meetings and (where allowed) appeal meetings. If you fail to attend two meetings then the employer can take your request to be withdrawn, although they should find out and consider your reasons for not attending first. If you cannot attend a meeting, your employer should rearrange it. The guidance says it is good practice to allow the employee to be accompanied by a colleague but does not say that the employer must or even should allow this. There is no suggestion that the meeting should be face-to-face, a meeting over telephone would be acceptable. Your employer may (but is not required to) invite you to a meeting to discuss your flexible working request. Deal with appeals as quickly as possible where they are allowed.Allow the employee to discuss a refusal where there is new information or if the employee thinks the request wasn’t handled reasonably.Consider the request carefully, looking at the benefits (for you but potentially also for the business) and weighing these against any adverse business impact of implementing the changes you request.Inform the employee if there is likely to be delay in processing the request.Arrange to discuss the request with the employee as soon as possible.While there is nothing unlawful in the employer failing to do these things (the code uses the word “should” for things that are recommended but not legally required) an employment tribunal would take into account whether the employer had followed these steps. The ACAS guide sets out things that employers should do as good practice in considering a flexible working request. The only way an employer can breach the procedure is by not giving a permitted reason, taking longer than three months to give you a decision, or by giving reasons that are not factually correct. They may also refuse your request if you are not eligible to make it (e.g., if you have not been employed for 26 weeks or you have already made a request in the last 12 months). Insufficiency of work during the periods you propose to work.Inability to reorganise work among existing staff.Detrimental effect on ability to meet customer demand.Your employer can only refuse your request for ‘permitted business reason’. Your employer has an obligation to consider your request and not to unreasonably deny it. Once you make a request for flexible working, your employer has three months to give you a decision. ![]() You should also include detail about the impact on family life if it is turned down. Important: You should state in your letter if you are making your request in relation to the Equality Act or if you are asking for flexible working to care for a child or disabled person. We also have useful advice on how to present and negotiate your request. We have a Template Statutory Flexible Working Request Letter.
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