Flexible Working Requests: What Employers Need to Know

Flexible working has become a permanent feature of many workplaces. With employees able to make a statutory flexible working request from day one of employment, employers are increasingly being asked to consider alternative working arrangements. Whether employees are seeking to change their working hours, adjust start and finish times, work from home, compress their hours or adopt another working pattern, businesses need a clear and consistent approach.

For SMEs, handling requests consistently and fairly is essential. Getting the process wrong can damage employee relations, create inconsistency across the business and increase the risk of grievances, complaints and workplace disputes.

What Is a Flexible Working Request?

A flexible working request is a request from an employee to change their working pattern.

Examples include:

• Working from home for part of the week

• Changing start and finish times

• Working compressed hours

• Reducing working hours

• Altering shift patterns

• Job sharing arrangements

• 
  

Not every request will be suitable for every business, but every request should be considered carefully and objectively.

The Current Position

Flexible working has become an increasingly important workplace issue for employers of all sizes.

Employees have the statutory right to request flexible working from the first day of employment, removing the previous requirement to have a minimum period of service before making a request. Employers are expected to consider requests reasonably and respond within the required timescales.

Employees can also make more than one flexible working request within a 12-month period, meaning employers may encounter requests more frequently than in the past.

For many SMEs, this means flexible working requests are becoming a more frequent part of day to day people management and should be supported by clear policies, consistent decision making and effective manager training.

Why Flexible Working Matters

For employees, flexibility can support:

• Work life balance

• Caring responsibilities

• Wellbeing

• Reduced commuting time

• 
  

For employers, effective flexible working arrangements can help:

• Improve employee retention

• Attract talent

• Reduce absence levels

• Increase employee engagement

• Support workforce planning

• 
  

However, flexible working also presents challenges where operational demands, customer requirements or team structures may be affected.

Common Mistakes Employers Make

Many SMEs encounter difficulties when handling requests because there is no clear process in place.

Making Decisions Too Quickly

An immediate "yes" or "no" may not fully consider operational impacts or alternative arrangements.

Being Inconsistent

Approving one request whilst refusing a similar request without clear justification can create perceptions of unfairness.

Failing to Document Decisions

Employers should maintain clear records of requests, discussions and decisions.

Ignoring Operational Considerations

Business needs remain an important factor when assessing whether a proposed arrangement is suitable.

Employment Law Considerations

Flexible working requests should be considered carefully and consistently.

In some circumstances, a request may be linked to:

• Caring responsibilities

• Pregnancy or maternity considerations

• Religious observance

• Disability or health related needs

• 
  

Employers should avoid making assumptions and should assess each request on its own merits. A consistent decision making process, supported by appropriate documentation, can help reduce the risk of workplace disputes, grievances and discrimination complaints.

Where a request cannot be accommodated, employers should ensure decisions are based on legitimate business reasons, supported by evidence where appropriate and communicated clearly to the employee.

How Employers Should Approach Requests

A practical process should include:

1. Review the Request

Understand exactly what the employee is asking for and when they want the arrangement to begin.

2. Meet with the Employee

Discuss the request openly and explore any concerns, alternatives or practical arrangements.

3. Assess Business Impact

Consider:

• Customer requirements

• Team workloads

• Service delivery

• Supervision requirements

• Potential costs

4. Explore Alternatives

Sometimes a modified arrangement may work better than the original proposal.

5. Confirm the Outcome

Communicate the decision clearly and keep appropriate records.

6. Communicate the Rationale

Where a request cannot be accommodated, employers should clearly explain the reasons for the decision and maintain appropriate records. Transparent communication can help preserve positive employee relations, even where the outcome is not the employee's preferred option.

Why Policies Matter

As flexible working requests become more common, employers should ensure their documentation is up to date.

Key documents include:

• Flexible Working Policy

• Employee Handbook

• Contracts of Employment

• Homeworking Guidance

• Management Procedures

Having clear documentation helps ensure requests are managed consistently across the business.

Looking Ahead to 2027

As employers continue to adapt to changing workforce expectations and evolving employment practices, flexible working is likely to remain a significant people management issue during 2027 and beyond.

Businesses that develop clear processes, train managers and maintain up to date documentation are often better placed to balance operational requirements with employee expectations whilst maintaining effective service delivery.

Key Takeaway

Flexible working requests are now a routine part of people management for many SMEs. Having clear policies, consistent processes and trained managers can help employers make fair decisions while balancing business needs and employee expectations.

Receiving More Flexible Working Requests?

Ensure your policies, contracts and management processes are fit for purpose.

✅ Flexible Working Policies

✅ Employment Contracts

✅ Employee Handbooks

✅ Manager Guidance

✅ Practical HR Support

Related HR Resources

You may also find these articles useful:

• Employment Rights Act 2025: What Employers Need to Prepare for in 2026 and 2027

• Probationary Periods Have Changed: Is Your Recruitment Process Ready for 2027?

• Employee Handbooks: Does Your SME Actually Need One?

• Employment Contracts: When Did You Last Review Yours?

  
  

How ABZN Consultancy Can Help

ABZN Consultancy supports SMEs across Aberdeen and the North East of Scotland with practical HR advice, policy development and employee relations support.

Whether you need a Flexible Working Policy, advice on a current request or a wider review of your employment documentation, we can help.

Book your HR Flexible Working Review with ABZN Consultancy

Protecting Businesses. Supporting People. Enabling Growth.

This article is provided for general information purposes only and does not constitute legal, medical, occupational health or professional advice. Employers should seek appropriate specialist advice in relation to their specific circumstances.