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There comes a point when many of us want to shift gears in our careers. Whether to spend more time with family, travel to some of those bucket-list destinations you’ve always wanted to see, or have more downtime after many years of working hard.
While this change might come in the form of a career change, full retirement, or a reduction in hours, it may also come in the form of flexible working – something which employees have a statutory right to request.
Flexible working is a way of working designed to meet your needs as an employee (and a person!), and involves altering how, when, or where you work. Rather than looking for a new job, you can request to change your current one, so that it aligns better with your lifestyle, allowing you to carve out more time for your commitments, passions, and pursuits.
If this sounds like something you might like to explore with your employer, have a read of our guide to flexible working. We’ll explore your options, and crucially…explain how to submit a persuasive application.
The history of flexible working
‘Work-life balance’ is a relatively new idea in the long history of employment. In the 1970s, the term ‘flexitime’ was trademarked in the UK, but there was no statutory obligation on employers, and it was very much a discretionary, company-by-company affair.
But as the need for some kind of flexibility for parents and carers became more apparent, the state stepped in and, in 2003, the Employment Act gave parents of children under six and carers of those under 18 the right to request flexible working arrangements. This gradually evolved to include all workers, and when the pandemic hit in 2019, a new era of working flexibility was…well, pretty much imposed on us all.
This led to the Flexible Working Act being drawn up. It came into effect in March 2024. Before that, the CIPD and 50Plus Choices Employer Taskforce published a report – Flexible after Fifty – to call on policymakers and employers to consider flexible work as a key way to recruit and retain older workers.
The report highlighted that some 73% of over-50s in the UK would like flexible work, with reasons ranging from caregiving responsibilities to just wanting more personal time. So if you’ve been feeling an inkling that you’d like a different way of working and need more space to tend to other areas of your life, you’re not alone.
But before you make a flexible working request to your employer, it’s worth thinking about what kind of flexible arrangement meets your needs.
What are my flexible working options?
The government website sets out a range of flexible working options you can ask for. While some may not work for everyone – perhaps being geared towards parents who need to do school runs or those who can work remotely – there should be something to suit everyone.
Have a read through the different types of arrangements and, from there, you can start thinking about approaching your employer.
Job sharing
An arrangement where two people do one job and split the hours.
Remote working and working from home
Involves you working from anywhere other than your usual workplace. It can include, but is not restricted to, working from home.
Hybrid working
A combination of working remotely and in your usual workplace, usually a few days in each.
Part time
Reducing your hours to less than full-time, generally by working fewer days, but potentially by working half days.
Compressed hours
Working full-time hours, but over fewer days, choosing to work longer hours on the days you do work.
Flexitime
Choosing your start and end time, but committing to working certain ‘core hours’ (often between 10am and 4pm).
Annualised hours
Annualised hours mean you commit to work a certain number of hours over the year, but with some flexibility about when they work. There may be ‘core hours’ which you work each week, with the remainder worked flexibly or when there’s extra demand at work (over Christmas if you work in retail, for example).
Staggered hours
In this arrangement, you have different start, finish and break times from other workers.
Phased retirement
As the default retirement age has been phased out, older workers can choose when to retire. This means you can reduce your hours and work part-time as you transition out of work.
Flexible working – informal vs formal requests
Now that you’ve thought about what kind of arrangement will work for you and made a decision, you might be getting ready to make a request to your employer.
Requesting flexible working informally
Before going down a formal route, you could consider informal requests or arrangements. This depends on your company and role, and might not be something you feel confident about. But if you work in a place where you can pop in to your manager and have a face-to-face chat about flexible work arrangements, by all means, try this. You might find it quick and painless.
Informal requests can also work for those who are legally classed as ‘workers’ rather than employees, and can’t take the statutory route. If a casual request isn’t an option for you or you’d prefer to keep things more official, you can choose to make a formal request.
Following the statutory procedure
You have the right to make two statutory flexible working requests each year, and your employer has to take them seriously and provide a reasonable response within two months.
They can deny the request, but must have legitimate business reasons for doing so. They can also partially accept your request, maybe compromising on some details to find a solution that works for both of you.
How to make a flexible working request
1. Get the lay of the land
Before making your request, you might find it helpful to chat informally with your employer to find out where you stand. You can let them know that you’re considering making a request, and maybe get foresight on any issues, obstacles, and objections, and address them before they arise.
You could also talk to any colleagues who have requested flexible working. They might be able to give you insight on how they applied, what worked for them, and what barriers they had to overcome.
2. Submit formal requests in writing
As stated on the government website, your formal request will need to be in writing (via letter or email). In fact, it’s best to keep a written record of all the conversations you have throughout the process, whether by emailing or by making notes directly after any meetings (you can email yourself so that you have a time-stamped set of notes made while your memory is still fresh).
In your request, you’ll need to include the date of the request and whether or not you have made any previous statutory requests (as well as the dates of any you did make). Most importantly, you’ll need to include the specific change you would like to make to your current employment situation. Whether that’s shifting from a five-day week to three days or changing to remote work, make it clear from the outset. You should also include the date on which you’re hoping to have your requested change take effect.
Once you’ve included the necessary elements, you can start to think about how you can tailor your letter to give you the best possible chance of having your request granted.
3. Flesh out your request
Here’s where you can spend a little time making your case. If your reasons for needing a more flexible arrangement are so you can care for a sick partner, for example, this might be a persuasive reason that’s worth sharing.
If it’s that you no longer want to do the gruelling commute every day, you could frame a request for hybrid or remote working around the extra energy and time you can give to your job – perhaps including something about how peaceful and productive you find the home working environment.
If you predict any concerns your employer will have with your request, you can address them here, too. Perhaps you’re expected to attend in-person client meetings. In this case, you could assure them that you’re committed to ensuring these won’t be affected by the change, and demonstrate how this will work.
The point is to sell yourself, affirm your commitment to staying in the role, and address issues early, showing you’ve thought about things from their point of view, as well as your own. ACAS has drafted a basic letter template here, which you can use as a guideline for your request.
After submitting your flexible working request
Your employer has two months to discuss and decide whether to grant your request. During this time, they might ask to talk to you some more about the change you’ve proposed.
The following tips may also help you manage any negotiations that take place at this time…
Be prepared to compromise
It’s a good idea to hope for the best, but to be ready to compromise. Try to have alternatives already in mind that will still work for you, but show you’re taking a collaborative and positive approach to finding a solution.
Suggest a trial period
If your employer is sounding unsure about the whole thing, but isn’t giving you a hard no, why not suggest a trial period, where you can set their mind at ease about any worries they might have?
Getting a response
If your employer decides to grant your request, you should get written confirmation of this within two months. You should ensure all details of the new working agreement are in writing, and the letter should offer you the opportunity to discuss everything therein, in case you have questions or queries. Your contract should be changed to fully reflect all the changes being made to your agreement.
If your request is denied, they must provide you with reasonable business reasons why. You’ll likely be disappointed, of course, but it’s not over yet – it’s worth asking your employer about their appeals process, where you can make your case again or request further clarity on their refusal if needed.
For more information on what you can do if your request is denied, have a look at this guide by Working Families.
Final thoughts…
Finding a more flexible way to work can mean a better quality of life, more time to devote to the hobbies and pursuits you love, and more importantly, extra time with the people you love. And while it might feel a little daunting to put your request together and approach your employer, if they do grant it, it could change your life.
The worst-case scenario is that they refuse your request – they’re not allowed to discriminate or ‘punish’ you in any way for requesting flexible working, and you’re protected by law.
If flexible working is something you’ve been considering, we hope this article has helped you think about putting a plan in place.
For further reading, check out our list of 11 flexible job ideas.
Have you made a request that has been either granted or denied? We’d be interested to hear about your experiences in the comments below.
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