Flexible working requests in the UK: how employers should respond before the 2027 reasonableness test

Every flexible working request now starts a two-month clock. From autumn 2027, refusing one also gets harder. This guide gives employers a clear process, a template and the policy updates to make now. Flexibility also shapes where talent chooses to work, as our remote and hybrid work statistics show.

What is a statutory flexible working request?

A statutory flexible working request is a written application to change working hours, times, days or location. Employees can make one from their first day of employment, and two in any 12-month period. Northern Ireland has separate rules, so this guide covers England, Scotland and Wales. According to GOV.UK guidance on applying for flexible working, the written request must include:

• the date of the request
• a statement that it is a statutory request
• the requested change and start date
• the date of any previous request

Since April 2024, employees no longer need to explain the effect on the business.

How must employers handle a flexible working request today?

Employers must deal with every request in a reasonable manner. They must decide within two months, unless the employee agrees to a longer period. Before refusing, they must consult the employee. In addition, any refusal must rest on at least one of eight business reasons set out in law:

• extra costs that would harm the business
• no way to reorganise the work among existing staff
• an inability to recruit extra staff
• a negative effect on quality
• a negative effect on performance
• a negative effect on meeting customer demand
• not enough work during the proposed hours
• planned structural changes

The Acas Code of Practice on flexible working requests explains what reasonable handling looks like. Tribunals take it into account where relevant, so treat it as your baseline.

What changes with the 2027 reasonableness test?

From autumn 2027, employers may refuse a flexible working request only where refusal is reasonable. They must name the business ground and explain why relying on it is reasonable. A new statutory process will also require a meeting before any refusal. The government confirmed both changes in its September 2026 consultation response.

The meeting must fall within the two-month decision period, with fair and reasonable notice and a stated purpose. Afterwards, employers must confirm the outcome and the decision in writing.

Requirement	Today	From autumn 2027
Grounds for refusal	One of eight business reasons	One of eight reasons, and refusal must be reasonable
Meeting before refusal	Consultation required	Statutory meeting with fair notice and a stated purpose
Written record	The decision	Meeting summary and final decision
Appeal	Recommended by Acas	Still recommended, not required

Acas expects to publish guidance on the reasonableness test before the end of 2026.

Tribunals can award up to eight weeks’ pay for a breach. Since April 2026, the cap on a week’s pay stands at £751. However, an unreasonable refusal can also support a discrimination claim, and discrimination awards have no cap.

A five-step process for every flexible working request

A defensible process turns each request into a short, documented decision. It ends with an updated contract or a reasoned refusal. Build it now, because it reflects current good practice and already matches the 2027 rules.

1. Log the request date and diary the two-month deadline.
2. Meet the employee and explore the request as made.
3. Test the request against the eight business reasons, with evidence such as rotas.
4. Consider a trial period, a later start date or an alternative pattern.
5. Confirm the outcome in writing, using your flexible working request template. If you agree, GOV.UK guidance says to update the contract within 28 days.

What should a flexible working request template include?

A good flexible working request template captures the statutory details first, then a reasoned decision. Use one form for employees and one response letter for managers. Acas offers both on its website, so you can adapt them to your policy.

• Employee request form: the four statutory details listed above.
• Employer response letter: the decision and start date, or the ground and why refusal is reasonable. Also note alternatives, a meeting summary and any review date.

What should a flexible work policy include?

A flexible working policy should explain who can ask, how to apply and who decides. It should also set clear timelines and build in the 2027 meeting step now. That way, managers follow one consistent route instead of improvising.

• named decision-makers and an escalation route
• meeting, notice and written outcome rules
• an evidence log for each business reason
• an internal appeal, as the Acas Code recommends
• a separate route for reasonable adjustments under the Equality Act 2010

Train line managers too, because they usually receive the request first. Our guide to an HR advice line for UK and Dutch employers shows how managers get answers fast.

Turning flexible work requests into a talent advantage

Handled well, each request becomes a retention tool rather than a legal risk. Talent moves towards employers who offer clarity, fairness and compliant flexibility. Octagon Professionals has helped organisations build that structure across borders since 1987.

Our HR experts help you reduce the risk of tribunal claims, discrimination complaints and inconsistent decisions. We help you review your flexible working policy and support managers through each request.

Meanwhile, you keep full control over salaries, benefits and working arrangements. Ready to make your flexible working policy 2027-ready? Talk to Octagon Professionals today.

Frequently asked questions about flexible working requests

Can an employer refuse a flexible working request?

Yes. An employer in Great Britain can refuse when one of eight statutory business reasons applies. However, it must consult the employee first. From autumn 2027, the refusal must also be reasonable. The employer must then explain why that ground justifies saying no.

How long does an employer have to respond to a flexible working request?

Employers must reach a decision within two months of receiving the request. That period includes any discussion with the employee. The employee can agree to a longer period. In practice, confirm any extension in writing so both sides know the new date.

When does the flexible working reasonableness test start?

The government intends the reasonableness test to take effect in autumn 2027. A mandatory meeting process starts at the same time. Until then, employers must still handle requests reasonably. They must also consult before refusing and rely on one of the eight business reasons.

How many flexible working requests can an employee make in a year?

An employee can make two statutory flexible working requests in any 12-month period. The right applies from the first day of employment, with no minimum length of service. Each written request must also state whether, and when, the employee made a previous one.