One client I supported recently had a part-time team member in a fairly senior support role who submitted a flexible working request to increase their weekly hours from 20 to 32. While most flexible working requests seek reduced hours or different patterns, this was an unusual case where the employee wanted to contribute more.
The request was submitted in writing as a statutory request, and clearly outlined the proposed working pattern and preferred start date.
Step 1: Following the Correct Process
I advised the employer to acknowledge the request promptly and helped them arrange a meeting within 14 days, in line with the ACAS Code of Practice on handling flexible working requests that states consultation must be held 'without delay'. At the employee’s request, they were accompanied by a colleague during the meeting — something we encouraged as good practice, even though it’s not a legal requirement.
We used templates from the Flexible and Hybrid Working Templates Toolkit to support the process — including the Flexible Working Request Acknowledgement Letter and Meeting Invitation Template.
During the meeting, the employee explained their reasons for requesting additional hours, citing capacity, enthusiasm for their role, and a desire to contribute more to the team. The employer, supported by my
