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View full libraryA flexible working rejection appeal outcome letter for confirming the employer's final decision following an employee's appeal against the refusal of a statutory flexible working request.
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[Sender name]
[Sender address]
[date]
[Recipient name]
[Recipient address]
Dear [Recipient first name],
Flexible working request – appeal outcome
Thank you for your appeal dated [date] against the decision to reject your statutory flexible working request submitted on [date].
I am writing to confirm the outcome of your appeal following the appeal meeting held on [date].
The appeal was considered by [name / job title], who was not involved in the original decision [where applicable].
Your original request
Your original request was to [describe the flexible working arrangement requested, including proposed working days, hours, location or other relevant change].
Following consultation, your request was rejected on [date] because [state the business reason or reasons relied upon in the original decision].
Your appeal
In your appeal, you raised the following points:
You explained that [summarise the employee's position fairly and factually].
Consideration of your appeal
In reaching the appeal decision, I have considered your original flexible working request, the consultation undertaken, the original decision, your grounds of appeal and the information discussed during the appeal meeting.
I have also considered [any additional evidence, staffing information, operational information, alternative arrangements or other relevant information].
[Where applicable: I have considered the alternative arrangement you proposed of [describe proposal] and whether this could address the operational concerns identified in the original decision.]
Appeal outcome
Having considered all of the information available, I have decided to uphold / partially uphold / overturn the original decision.
[If appeal upheld]
I have
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When an employee appeals against the rejection of a statutory flexible working request, the appeal provides an opportunity to review the original decision, consider any new information and check that the request was handled reasonably. This letter provides a structured way to confirm the final outcome and explain the reasons for the decision.
The appeal outcome should demonstrate that the original decision has been reconsidered rather than simply repeated. The letter can summarise the employee's grounds of appeal and explain the information, evidence and business considerations taken into account.
The outcome should address the substantive points raised by the employee, including any new information or alternative working arrangements they proposed. This helps demonstrate that the appeal was considered genuinely and with an open mind.
Where the appeal is unsuccessful, the letter should clearly explain why the original decision remains appropriate and identify the applicable statutory business reason or reasons for refusing the request. Where the appeal succeeds, the letter can confirm the revised working arrangement and any steps needed to implement it.
A rejected appeal does not necessarily mean that no flexible working arrangement could ever be possible. Where appropriate, the employer can identify alternative options, future review points or circumstances that may allow a different arrangement to be considered later.
Use these best practice actions, recommended timescales and process stages to understand when and how the Flexible working rejection appeal outcome letter 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.
No. There is no statutory right of appeal against a flexible working request decision. However, Acas recommends that employers give employees the opportunity to appeal as part of a reasonable procedure. If an employer's policy provides an appeal, it should follow that process consistently.
Where possible, the appeal should be handled by a manager who was not involved in the original decision and who has sufficient authority to make the final decision. This helps provide a fair and impartial review.
Yes. The purpose of an appeal is to review the original decision and consider whether it should remain in place. The appeal manager may uphold the rejection, vary the decision or agree the requested arrangement if the review identifies a different outcome.
The new information should be considered as part of the appeal. The employer may need to investigate it or explore an alternative working arrangement before reaching the final decision.
Potentially. Employees can make up to two statutory flexible working requests in any 12-month period, subject to the rules governing when a request is considered live. A previous unsuccessful request does not automatically prevent a later request where the statutory conditions are met. https://www.acas.org.uk/statutory-flexible-working-requests/making-a-request
AI can produce a generic appeal outcome letter, but flexible working appeals have specific procedural requirements and the reasons for rejection must remain tied to the permitted statutory business reasons. HRDocBox templates are structured around practical UK HR processes and help employers document the appeal fairly, explain the final decision clearly and avoid accidentally treating an appeal as a simple repetition of the original decision.
How this content is developed and reviewed
The Flexible working rejection appeal outcome letter 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."
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