This is a Precedent “Statutory Flexible Working Request” Letter for you to personalise. All the words highlighted in BOLD are legal requirements for the request to be valid. You must include these. The remainder of the letter is optional however our view is that including this information, where relevant and where possible, will help strengthen your argument and hopefully result in the request being granted.
For the attention of [Line manager name]
[Date] STATUTORY REQUEST FOR FLEXIBLE WORKING
This is a statutory request under section 80F Employment Rights Act 1996 (as amended by the Employment Relations (Flexible Working) Act 2023).
[I have not previously made a request under section 80F Employment Rights Act 1996 (as amended).]
[I have previously made a request under section 80F Employment Rights Act 1996 (as amended) on [Date (s)] A decision on that request was made on [DATE].] (note –in accordance with this legislation only two flexible working requests can be made in any 12 month period. You can also only have one request live with your employer at a time. )
My current working pattern is… (note – there is no requirement to explain your current working pattern but it is sensible to do so) You can include place, days, hours and times of your work.
I would like my new working pattern to be (note – set out here what arrangements you are looking to put in place, including any changes to place of work, days, hours or times.)
I think this new work pattern would have the following effects on the business …. (note – it is no longer a legal requirement to provide this information but showing that you have considered any concerns that your employer, external clients/customers or colleagues may have and demonstrating (where possible) how any impact of your flexible working request can be addressed (see below) will make it more difficult for your employer to reject the request).
I think these effects could be dealt with by the following: (note- again this is no longer a requirement but it can be helpful to include this where possible). Where possible include here how you think your new arrangement could work on daily basis. If you can draw on examples of other people who do a similar job to you and how they have been able to do it flexibly you may want to refer to that too but you should be aware that the fact that an employer has previously accommodated a request may be the reason why they are unable to accommodate yours. Below are some examples you may want to consider depending on the nature of your request.)
how your new arrangements would work in a crisis situation: (note – consider if offering to make yourself available by telephone to deal with emergencies or urgent customer/client requests might assist with addressing business concerns.)
why it could be beneficial to be business too – two heads are better than one (if asking for a job share), allowing flexible work helps keep employees happy and retention rates are higher, it wouldn’t cost the business anything more)
[I am asking for this request in order to…] (note – while there is no legal requirement to do so, the ACAS guidance suggests that employees should state if their request is made in relation to the Equality Act. It may help an employer decide your application if they understand the reasons behind it e.g. to accommodate childcare arrangements, because of a disability (either your own or someone you care for) and it will also alert them to their obligations under the Equality Act in relation to your application.)
I would like the new working pattern to come into force on [date] [for [6] months] (note – if your request is agreed, the change will be a permanent change to your terms and conditions unless you make a different agreement with your employer, like agreeing to a temporary trial period)
[Ideally, I would like my new working pattern to be as stated above. However, I would be happy to try a combination of the following: (note – add in here any other options you may be willing to consider, it is good negotiation tactic to offer alternatives) so that my new working pattern causes as little disruption to the business as possible.]
[If you are unable to commit to a permanent contractual change, I would be happy to agree to a trial period of [ 3/ 6 ] months so that the business can properly assess if it is a viable option.] (note – your request will have better chances of success if you show some flexibility)
I would be happy to attend a meeting to discuss my request in more detail and to be given a chance to address any concerns that you may have regarding my suggested new working pattern.
I look forward to hearing from you.
For the attention of Jane Smith
STATUTORY REQUEST FOR FLEXIBLE WORKING
This is a request under section 80F Employment Rights Act 1996 (as amended by the Employment Relations (Flexible Working) Act 2023).
I previously made a request under section 80F Employment Rights Act 1996 on 5 th August 2023.
My job title is Admin Assistant and I am an employee in the Small Business Accounts Department. My current working pattern is Monday to Thursday, 9am to 5 pm, with one hour’s lunch per day (28 hours per week).
I would like my new working pattern to be Monday to Friday, 9am to 3pm, with half an hour’s lunch each day (27.5 hours per week)
I think the effects the new pattern would have on the business would be that I would no longer be available between 3pm and 5pm to deal with client queries.
I think these effects could be dealt with by the following:
I am asking for this request in order to care for my daughter. She starts primary school in September and this working pattern would allow me to drop her off and pick her up. I have already requested parental leave to cover the first month when she is on half days, so I would like the new working pattern to come into force on 1 st October 2024.
Ideally, I would like my new working pattern to be as stated above. However, if this is not agreeable, then I would be happy for my working pattern to be 9am to 5pm on Monday and 9am to 3pm Tuesday to Friday so that this request causes as little disruption to the business as possible. If I am given reasonable notice in certain circumstances, I may be able to arrange for my daughter to be picked up from school by a family member to allow me to work an extra hour.
If you are unable to commit to a permanent contractual change, I would be happy to agree to a trial period of 3 months effective from the date of 1 October 2024 so that the business can properly assess if it is a viable option.
I would be happy to attend a meeting to discuss my request in more detail and to be given a chance to address any concerns that you may have regarding my new working pattern.
I look forward to hearing from you.
Jim Moore, Small Business Accounts
This advice applies in England, Wales and Scotland. If you live in another part of the UK, the law may differ. Please call our helpline for more details. If you are in Northern Ireland you can visit the Labour Relations Agency or call their helpline Workplace Information Service on 03300 555 300.
Would your employer benefit from some support & guidance from Working Families? If you would like to make your employer aware of how Working Families can help them, we have an introduction letter template available that you can give to the relevant person in your organisation.
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