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View full libraryThis Hybrid Working Trial Period Feedback Form provides a structured way to review how a temporary hybrid working arrangement has worked for the employee and the organisation. It captures practical feedback on productivity, communication, workload, wellbeing, teamwork and business impact before a decision is made about the future arrangement.
Use this form to:
If you are managing flexible or hybrid working, the toolkit brings together practical HR templates covering requests, assessment, discussion, decisions and review.
This template brings together the key information, sections and considerations you need to create a clear, comprehensive and professional HR document. Preview the document below.
Employee details
| Employee name: | |
| Job title: | |
| Department: | |
| Manager: | |
| Trial start date: | |
| Trial end date: | |
| Review date: |
Trial arrangement
| Agreed working pattern: | |
| Normal workplace days: | |
| Normal remote working days: | |
| Approved remote working location(s): | |
| Reason for trial: | |
| Original objectives: |
Employee feedback
Please provide honest feedback on how the hybrid working arrangement has worked during the trial.
1. What has worked well?
2. What has not worked well?
3. What would you change about the arrangement?
4. Has the arrangement helped you perform your role
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This form provides a practical framework for reviewing a temporary hybrid working arrangement at or near the end of an agreed trial period. It is designed to encourage a two-way discussion rather than treating the review as a simple assessment of whether homeworking has been successful.
The form gives the employee an opportunity to explain what has worked well, what has been difficult and whether the agreed arrangement has supported their ability to perform their role effectively.
The review considers whether expected work, deadlines, service standards and responsibilities have been maintained during the trial. It focuses on outcomes and evidence rather than assuming that physical presence or remote working automatically determines performance.
Hybrid working can affect communication, collaboration, supervision and access to colleagues. The form helps identify whether the arrangement has created any practical difficulties and what changes could improve the way the team works.
The review considers workload, work-life balance, working environment, technology and wellbeing. It also provides an opportunity to identify whether further support or reasonable adjustments may need to be considered.
The review records whether the arrangement should continue, continue with changes, be extended for further assessment or end and revert to the previous working arrangement. Any agreed changes can be recorded clearly so that both parties understand what happens next.
Related HR resources and workflow
Explore the HR resources that may be relevant before and / or after using the Hybrid working trial period feedback form, helping you understand the wider process, maintain appropriate documentation and follow a consistent approach.
The Hybrid Working Trial Period Progress Update Letter provides a clear and professional way to review an employee's progress during a trial of hybrid working.
A hybrid working confirmation letter for formally confirming that an employee's temporary or trial hybrid working arrangements will continue on a permanent basis, setting out the agreed working pattern, expectations and any conditions that apply.
Use these best practice actions, recommended timescales and process stages to understand when and how the Hybrid working trial period feedback form should be used, helping ensure each step is handled consistently and appropriately documented.
Understand the common mistakes to avoid when using this HR template, helping you reduce risk, prevent unnecessary costs and ensure the process is handled correctly.
The review should consider whether the arrangement is working for the employee and the organisation, including performance, productivity, communication, teamwork, workload, customer service, wellbeing, technology and any operational issues.
There is no universal statutory trial period. The employer and employee should agree a period long enough to properly assess the arrangement. Acas's example flexible working policy allows employers and employees to agree and record a suitable trial period.
Yes. If there is not enough information to make a decision, the parties can agree to extend the trial. The revised end date and any changes to the arrangement should be confirmed in writing.
A temporary trial can be ended in accordance with the arrangements agreed at the outset. If the arrangement has become contractual or the employee has a statutory flexible working arrangement, the employer should consider the contractual and legal position before requiring the employee to revert to their previous working pattern.
The employer should consider whether the request may amount to a reasonable adjustment under the Equality Act 2010. The employee's individual circumstances should be considered rather than treating the request solely as a standard hybrid working arrangement.
HRDocBox provides structured, UK-focused HR templates designed around practical employment processes and current Acas, employment law, health and safety and data protection guidance. AI can help adapt wording, but a ready-to-use template provides a consistent starting point for your HR process.
How this content is developed and reviewed
The Hybrid working trial period feedback form template is developed using a practical HR methodology that considers current UK employment legislation, ACAS guidance, CIPD good practice and the real-world HR process it supports. Templates and supporting information are regularly reviewed and updated, with additional reviews triggered by significant changes to legislation, guidance or established HR practice, helping ensure each document remains practical, relevant and suitable for UK employers.
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 HR processes and founded hrdocbox to provide businesses with practical, professionally developed HR resources grounded in UK employment law and best practice.
HRDocBox has been creating practical UK HR documents since 2009.
"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."
Whether you employ 5 people or 50, hrdocbox gives you the structure, documents and expertise needed to manage employees professionally and legally.
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