If a flexible working request is not accepted in full, the department should consult you before making a final decision. The meeting is where the proposed pattern, business concerns, alternatives and possible trial should be tested in detail.
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The purpose of the meeting
The meeting should allow the decision-maker to understand the request and discuss any genuine business concern. It should not be a formality after a decision has already been made. Ask in advance which issues the manager wants to discuss so you can prepare useful information rather than guess.
Who should attend
The person leading the meeting should have authority to decide or clearly explain the recommendation process. There is no general statutory right to be accompanied at a flexible working meeting, but Acas guidance says a reasonable request to bring a colleague or trade union representative should normally be allowed. Disability may create an additional reason to allow support as a reasonable adjustment.
What to take
- The original request and attachments.
- A one-page proposed timetable.
- Evidence relevant to the likely concerns.
- Two workable alternatives.
- A list of questions and points that need a written answer.
- A note-taking plan or companion request.
Consultation should be real
If the manager only announces a refusal and does not discuss the request, alternatives or evidence, record that clearly. A meaningful consultation requires an opportunity to understand and respond to the concerns.
Unlock the detailed meeting plan below, including likely questions, strong response structures, negotiation boundaries, companion wording, note-taking method and the written follow-up that protects your position.
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