With the introduction of the Employe Rights Act 2025 (since December 2025), employers are required go further when handling these requests. 
Flexible working has become a key consideration for businesses across the UK. It allows employees to request changes to their working patterns to better balance their personal and professional lives, while helping employers attract, retain, and engage talent.
At The Green Door Group Essex, we support business owners with outsourced HR solutions, including flexible working policy development, leave and absence guidance, manager training, and ongoing HR support to ensure compliance and a positive employee experience.
What Is Flexible Working?
Flexible working refers to adjustments in how, when, or where employees perform their roles. Employees can make a statutory request to change:
The number of hours they work
When they start or finish work
The days they work
Where they work (remote, office, or hybrid)
All employees have the legal right to make a request, and it can be submitted from their first day of employment. Handling these requests correctly ensures compliance with UK employment law and fosters trust between employer and employee.
The Importance of a Clear Flexible Working Policy
A flexible working policy provides clarity on what the business can reasonably offer. It should outline:
Eligibility and how to apply
Timescales for responses
How decisions are made
Appeal rights
Clear policies reduce misunderstandings, demonstrate fairness, and manage expectations. They form the foundation for consistent and defensible decision-making.
Benefits of Flexible Working for Employers and Employees
Investing in flexible working offers significant benefits:
Better work-life balance for employees
Improved health and wellbeing
More accessible employment opportunities
Helps address labour and skills shortages
Increased staff retention and recruitment
Supports diverse and inclusive workplaces
Flexible working is not only a legal obligation but also a strategic tool to boost productivity, engagement, and organisational culture.
How to Handle Flexible Working Requests
Employees must submit requests in writing, clearly stating it is a statutory request and including:
The date of the request
Details of the change requested to hours, times, or place of work
The desired start date
Any previous flexible working requests
ACAS guidance recommends that each request is considered on its own merits, balancing employee needs with business requirements. Blanket refusals or automatic approvals can lead to disengagement or complaints.
Clear communication is essential. Acknowledge receipt, explain the process and timescales, and provide updates to reduce anxiety and ensure transparency.
Manager Training and Support
Managers play a critical role in flexible working success. They need confidence in:
Listening actively
Exploring options collaboratively
Balancing business needs with employee preferences
Training managers ensures consistency, fairness, and a positive experience for employees.
Monitoring and Continuous Improvement
Tracking requests, approvals, refusals, and their impact on performance allows organisations to refine policies and processes. Monitoring ensures the approach remains effective, fair, and aligned with business goals.
Partner With HR Experts
Flexible working and leave requests can be complex, particularly when intersecting with absence, performance, or equality issues. Partnering with expert HR support ensures compliance, consistency, and a high-quality employee experience.
At The Green Door Group Essex, we support businesses with:
Flexible working policy development and reviews
Leave and absence guidance
Manager training and consultation
Ongoing HR advice and case management
Professional HR support gives business owners confidence, removes uncertainty, and ensures employees have a positive and compliant flexible working experience.
At the Green Door Group Essex we specialise in providing meaningful support to businesses that provide real value. We do this by supporting with the following:
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