A flexible working request may be accepted in full, accepted with changes, agreed for a trial or temporary period, or refused. The wording of the outcome matters because it determines what changes, when it starts and whether the arrangement is contractual or reviewable.
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Acceptance in full
If the statutory request is accepted, the department should confirm the agreed change and start date in writing. Where contractual terms change, the contract should be updated promptly and normally no later than 28 days after approval.
A modified or alternative arrangement
The department may offer different days, hours or location. That is not the same as accepting the original request. Check whether the alternative solves the underlying need and ask for time to understand pay, leave, pension, travel and workload consequences.
Trial or temporary agreement
A trial can test uncertainty, while a temporary arrangement may address a time-limited need. Both require clear dates, measures, review points and a written statement of what happens at the end.
Refusal
A refusal should identify one or more permitted business reasons and explain the decision. The next step may be a revised proposal, an appeal under departmental policy, a grievance about the process or a separate reasonable-adjustment route.
An agreement can still be unclear
Do not assume that “approved” tells you whether the change is permanent, contractual, temporary or subject to a local hybrid policy. Confirm the legal and practical status before the start date.
Unlock the outcome-checking framework below, including the contract checklist, trial design, pay and workload review, wording to clarify ambiguous decisions and options when the department delays or offers an unsuitable alternative.
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