Managers guide to handling a flexible working request

Name: Managers guide to handling a flexible working request | Jun 26
Brand: HRDocBox
SKU: HRDBOX-342
Price: 12.90 GBP
Availability: InStock

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Managers guide to handling a flexible working request

Introduction

Managing flexible working applications is crucial for fostering a supportive and productive work environment.

This guide outlines the process for handling flexible working applications in accordance with UK employment legislation and best practice processes. It includes sections on managing both temporary and permanent changes.

1. Understanding Flexible Working Applications

Flexible working can include changes to working hours, patterns, or locations.

Employees in the UK have the legal right to request flexible working from day one of employment, provided they have not made more than one flexible working request in the last 12 months. In Northern Ireland, employees must have 26 weeks of continuous service before making a request and can only make one request per year.

2. The Application Process

Step 1: Submission of Request

Employees must submit a formal written request.
The request should include the desired change and the proposed start date.

Step 2: Acknowledgment

Acknowledge receipt of the request in writing within 7 days.
Outline the process and timeline for consideration.

Step 3: Meeting

Unless you agree to the employee's written request in full, you must consult the employee before you make a decision.
Allow the employee to be accompanied by a colleague or union representative if they wish.

Step 4: Consideration

Assess the request based on business needs, potential benefits, and potential challenges.
Consider the impact on workload, team dynamics, and overall operational effectiveness.

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Use

This Managers guide to handling a flexible working request aims to offer you a versatile and customisable tool, serving as a solid foundation for your needs. Utilise it to ensure consistency, enhance accuracy, and save valuable time.

Adapt it to suit your unique requirements, ensuring efficiency and effectiveness in your HR processes.

Frequently Asked Questions

Can I use this in my small business?

Yes. The Managers guide to handling a flexible working request is designed to be flexible and suitable for organisations of all sizes, including small businesses and charities. It follows UK employment law best practice, so even if you don't have an in-house HR team, you can confidently apply it.

Is it compliant with 2026 UK employment law?

Absolutely. As with the Managers guide to handling a flexible working request, all of our templates are drafted with the latest ACAS guidance and UK employment legislation in mind. We review and update them regularly, so you can be confident they remain compliant.

Can I customise it for my organisation?

Yes, we highlight the areas of the Managers guide to handling a flexible working request that you need to update with your own details, and where you need to make decisions to suit your situation. This saves you time and ensures that you meet best practice.

Do I get instant access to it?

Yes. Once purchased, you'll be able to download the Managers guide to handling a flexible working request instantly. Templates are provided in editable Word or Excel format so you can customise them easily, and in PDF format for easy sharing.

What if I need more help, not just this template?

If you're looking for broader support, we also offer toolkits and library bundles that include the Managers guide to handling a flexible working request, along with other HR templates and policies for fully managing your situation. These may be more cost-effective if you need deeper advice.

Why should I use this Managers guide to handling a flexible working request, and not AI to generate it?

The risk of using a free AI-generated template 'without review' includes your legal exposure, missing context, and no awareness of the wider process, whereas purchasing the Managers guide to handling a flexible working request from us mitigates that risk.