Flexible working checklist

Pause and get HR or specialist advice if...

The request may also be a reasonable adjustment or relate to discrimination, pregnancy or family leave.
You are considering refusal and have not tested alternatives with the employee.
The two-month decision period, including any appeal, may expire before the process finishes.

Record the date received. The employee can make a statutory request from their first day of employment.
Check that it is in writing, says it is a statutory request, describes the change and proposed start date, and gives the date of any previous request.
Check whether the employee has already made two statutory requests in the previous 12 months.
Calculate the two-month deadline for completing the decision and any appeal, unless an extension is agreed.

Arrange a meeting promptly unless the request can be agreed in full without one.
Approach the meeting by asking what may be possible, not by defending the current arrangement.
Discuss benefits, operational concerns, alternatives and whether a trial period could test uncertainty.
Consult the employee before refusing the request.

Apply the policy consistently and consider the request on its own facts.
If refusing, link the evidence to one or more permitted statutory business reasons. A preference for existing arrangements is not enough.
Check separately whether the change could be a reasonable adjustment or whether equality risks need specialist advice.

Confirm the decision in writing without unreasonable delay.
If agreed, record the change and update contractual terms as required.
If refused, explain the business reason and supporting facts, and offer an appeal in line with good practice and policy.