to accommodate childcare arrangements, to help care of someone disabled.) It may help an employer decide your application if they understand the reasons behind it e.g.
( note – while there is no requirement to do so, the ACAS guidance suggests that employees should state if their request is made in relation to the Equality Act. (4) 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) (3) 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.) Below are some examples you may want to consider depending on the nature of your request.) 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. (2) how you think your new arrangement could work on daily basis. (1) the concerns that you think your employer, external clients/customers or colleagues may have here I think these effects could be dealt with by the following: ( note – try to address ( note – set out here what you think the impact on the business could be) I think this new work pattern would have the following effects on the business …. I would like my new working pattern to be ( note – set out here what arrangements you are looking to put in place.) My current working pattern is… ( note – there is no requirement to explain your current working pattern but it is sensible to do so) ] ( note –in accordance with this legislation only one flexible working request can be made in any 12 month period so if you’ve previously made a request you need to ensure you wait 12 months before making your next request.) I confirm I have at least 26 weeks of service (note – there is no requirement to confirm your length of service but there’s no harm in doing so)
This is a statutory request under section 80F Employment Rights Act 1996. The remainder of the letter is optional however our view is that including this information, where relevant, will help strengthen your argument and hopefully result in the request being granted.ĭownload the flexible working request template in Word All the words highlighted in BOLD are legal requirements for the request to be valid. This is a Precedent “ Statutory Flexible Working Request” Letter for you to personalise.
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