Flexible working includes changes to the hours, times or location of work. In practical terms, it covers requests to work from home, reducing work from full-time to part-time or simply varying the start and finish times of your normal working day.
It can take many forms, and, in most roles, some level of flexibility can often be accommodated. Flexible working options may include part-time hours, staggered start and finish times, remote working, working from home, hybrid working, flexitime, job sharing, or compressed hours. While not every type of flexible working will be suitable for every role, there are often alternative arrangements that can help meet both individual and business needs. Flexible working can support a better work-life balance, improve health and wellbeing, and make employment more accessible.
The right to ask for flexible working applies to individuals who have employee status, although it does not usually extend to agency workers or casual workers.
Employees with children or caring responsibilities follow the same flexible working request process as all other employees, and requests should be considered fairly and consistently regardless of an individual's personal circumstances. This includes employees who have caring responsibilities, those with children, and those returning to work following maternity, paternity, or adoption leave.
Our advice guides you through eligibility, how to apply, and what to do if your request for flexible working is refused.