A statutory flexible working request must be made in writing and include specific information. The strongest request does more than meet the minimum legal wording: it gives the decision-maker a clear pattern, start date and workable basis for consultation.
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What the written request must include
- The date of the request.
- A statement that it is a statutory request for flexible working.
- The change you want to hours, times or place of work.
- The date you want the change to begin.
- Whether you have made a previous statutory request and the date of that request.
Use the department form where one exists
Many departments use an HR portal or standard form. Using it reduces the risk that the request is misdirected or treated as informal. Save a copy of the completed form, attachments and submission confirmation. If the system does not allow enough detail, attach a separate proposal and refer to it clearly.
The decision period
The department should complete the decision process, including any appeal it offers, within two months of the original request unless you agree an extension. Record the submission date and ask for acknowledgement so the timeline is clear.
Do not rely on a corridor conversation
A manager may be supportive, but a verbal discussion is not a statutory request and may not create the contractual change you expect. Put the final proposal and status of the request in writing.
Unlock the complete request-building method below, including a detailed structure, model wording, evidence checklist, business-impact section, follow-up timetable and ways to avoid accidental withdrawal or an unclear agreement.
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