A Civil Service flexible working request can be refused only for one or more permitted business reasons. A refusal is not automatically unlawful, but the department should have consulted you, considered the actual proposal and based the decision on accurate facts.
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The permitted business reasons
- Additional costs that would damage the business.
- Inability to reorganise work among existing staff.
- Inability to recruit additional staff.
- A detrimental effect on quality.
- A detrimental effect on performance.
- A detrimental effect on the ability to meet customer demand.
- Insufficient work during the periods you propose to work.
- Planned structural changes.
A refusal should follow consultation
Unless the request was accepted in full, the department should consult you before deciding. The consultation should address the concerns, evidence and alternatives. A meeting that simply announces a completed decision may not be a reasonable process.
You cannot challenge a refusal only because you disagree
The statutory process does not create a tribunal claim merely because the employer refused the preferred pattern. The important questions include whether the process was handled reasonably, the facts were correct, discrimination law was followed and the employee was not treated badly because they made the request.
Read the wording, not only the result
A short refusal that names a statutory reason without explaining how it applies may leave important questions unanswered. Ask what task, cost, service period or evidence supports the decision.
Unlock the refusal response plan below, including a reason-by-reason challenge framework, evidence checks, revised-proposal strategy, model wording and guidance on appeal, grievance, discrimination and reasonable-adjustment routes.
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