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Overview of the Flexible working policy

This document is GDPR compliant.

Clearly outline to your staff and managers the statutory flexible working practices with this flexible working policy. Keep your employees informed on the types of flexible working and who is eligible to make such a request. This flexible working policy covers how these requests will be considered, potential reasons for refusing a request, and informal flexible working requests that fall outside the statutory system.

Use this flexible working policy

  • to explain to staff and managers the statutory flexible working regime

This flexible working policy covers

  • types of flexible working
  • who is eligible to make a statutory flexible working request
  • reasons for refusing a request
  • the effect of a successful request on the contract of employment
  • informal flexible working requests outside the statutory regime

A flexible working policy is a policy that sets out the flexible working arrangements that are available within a workplace.

Putting in place a flexible working policy ensures your staff are informed on the types of flexible working they can request. It helps them understand the process of making and dealing with requests. Having a flexible working policy also helps your business comply with the law and shows that your business is eager to offer staff a good work-life balance.

Flexible working include:

  • working from home
  • working part-time
  • annualised or compressed hours
  • term-time working
  • job-sharing

To be eligible to make a formal request for flexible working, the staff must:

  • be an employee (ie not a worker or consultant);
  • have at least 26 weeks of continuous employment; and
  • have not made a formal flexible working request in the previous 12 months.

If you are not eligible to request flexible working under the formal process, you can always make an informal request outside the statutory regime.

The process to request flexible working should start with an informal discussion with a line manager, followed by a flexible working application setting out the proposed working pattern. The request should ideally be submitted at least two months before the changes could take effect.

Ask a Lawyer for:

  • changing an existing flexible working policy that is contractually binding
  • allegations of discrimination made in connection with a flexible working request.

This flexible working policy is governed by the law of England and Wales or the law of Scotland.

Other names for Flexible working policy

Flexible working statement.