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Our flexible working compromise arrangement letter template simplifies finding mutually beneficial solutions while considering both employee and company needs.
[Sender name]
[Sender address]
[date]
[Recipient name]
[Recipient address]
Dear [Recipient first name],
I refer to our meeting held on [date] in which we discussed your request for a change to your pattern of working. As explained to you at the meeting, the working pattern you requested would have [been impractical for the organisation to accommodate/created unacceptable difficulties for [the organisation/your colleagues]].
However, we discussed possible alternative patterns of working for you and reached agreement on a compromise. I am therefore pleased to confirm that, as from [date], the
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An employer may issue a flexible working compromise arrangement letter when unable to fully accommodate an employee's flexible working request, proposing a mutually beneficial solution that balances both parties' needs and maintains a positive working relationship.
The letter aims to find a compromise that meets the employee's personal needs while considering the company's operational requirements.
Related HR resources and workflow
Explore the HR resources that may be relevant before and / or after using the Flexible working compromise letter, helping you understand the wider process, maintain appropriate documentation and follow a consistent approach.
Our flexible working application meeting script template guides productive discussions, ensuring clear communication and mutual understanding of flexible work arrangements.
Use these best practice actions, recommended timescales and process stages to understand when and how the Flexible working compromise letter should be used, helping ensure each step is handled consistently and appropriately documented.
The typical timelines for handling flexible working requests in the UK are as follows:
Employee Submits Request: The employee submits a written request for flexible working arrangements, specifying the changes they are seeking and the reasons for the request. The employer should acknowledge receipt of the request promptly, usually within one or two working days.
Initial Consideration: The employer reviews the request and arranges a meeting with the employee to discuss the proposal and any potential alternative arrangements. This meeting should take place within 28 days of receiving the request.
Decision and Notification: Following the meeting, the employer must inform the employee of their decision in writing. This notification should be sent within 14 days of the meeting. If the employer agrees to the request, they may implement the flexible working arrangements as agreed.
Appeal Process (optional): If the employer refuses the flexible working request, the employee may have the right to appeal the decision. The employer should provide a process for the employee to appeal, and the appeal meeting should take place within 14 days of receiving the appeal.
It's important for employers to follow this timescale to ensure that they are complying with the law and treating their employees fairly. Failing to follow the correct procedure or timescale could result in a complaint to an employment tribunal.
The Employment Rights Act 1996 allows employees to request flexible working arrangements.
The Equality Act 2010 prohibits discrimination against employees based on their flexible working requests.
The Flexible Working Regulations 2014 and The Flexible Working Regulations (Northern Ireland) 2015 provide guidelines for employers to consider and discuss flexible working requests in a reasonable manner.
The Code of Practice on Flexible Working Practices offers guidance for employers and employees on flexible working arrangements.
The ACAS guidance on Handling Flexible Working Requests helps employers understand the process of handling such requests effectively.
Yes. This template has been designed for organisations of all sizes, including small businesses, charities and growing employers. It follows UK employment law best practice and can be adapted to suit your organisation.
Our templates are developed with UK employment legislation, Acas guidance and HR best practice in mind and are reviewed and updated as relevant requirements change. However, every employment situation is different, so the template should be adapted to the circumstances and checked against the employee's contract and your organisation's procedures before use.
Yes, we highlight the areas of the document 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.
Yes. Once purchased, you'll be able to download it instantly. Templates are provided in editable format (such as .doc or .xls) so you can customise them easily, and in PDF format for easy sharing.
If you're looking for broader support, we also offer toolkits and library bundles that include the Flexible working compromise letter template, along with other HR templates and policies for fully managing your situation. These may be more cost-effective if you need deeper advice.
AI can produce a document quickly, but effective HR documentation needs to be more than well-written words. It needs to reflect relevant UK employment law, HR best practice, practical considerations and the circumstances in which it will be used. These resources have been professionally developed around that wider HR context, drawing on extensive practical experience, rather than simply generating a generic document from a prompt.
Darryl Horn, Chartered HR Director
Darryl is a Chartered HR professional with over 25 years' experience in senior HR and employee relations roles.
He has extensive practical experience of managing flexible and hybrid working processes and founded hrdocbox to provide businesses with practical, professionally developed HR resources grounded in UK employment law and best practice.
"Darryl provides support and advice with excellent judgement, and has a strong understanding of people, policies and UK employment legislation."
"He is someone I trust; consistent, dependable, and committed to doing things properly."
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