Two home-working days are allowed: can I make them fixed days?

Hybrid flexibility versus a fixed working pattern

Pinsent Masons’ explanation distinguishes general hybrid-policy flexibility from a request for a particular agreed pattern. A policy allowing some home working is not automatically a contractual promise of specific days, but its actual wording and incorporation matter. A statutory flexible-working request can seek an agreed change; the right to request does not guarantee approval. Read the existing contract, policy and approval together rather than assuming every policy is freely changeable.

What documents and facts you need

To decide whether you can fix your home-working days, gather your employment contract, the hybrid working policy, any manager approval or email about your current arrangement, and any trial or review clause. Note what is currently guaranteed and what requires repeated approval. If your need for fixed days comes from childcare, a second job, or a long commute, write down those practical reasons. The contract may already contain a clause allowing the employer to change your place of work, which affects whether a contractual variation is needed.

How to make a clear request

Write a proposal that states the exact days, hours, start date, duration, and any review arrangement you want. Explain how you will handle handovers, meetings, and coverage on your home-working days. Ask whether you are making an informal arrangement or a statutory flexible working request, because the two routes have different procedures and consequences. Keep a copy of your request and any response. If you make a statutory request, the employer must follow the legal process, including consulting you before any refusal.

What to do after the employer responds

If the employer agrees, ask for written confirmation of what changes in your contract or policy, and whether the arrangement is temporary or permanent. If the employer refuses, ask for the written reason and the available review or appeal route. The employer must give a clear business reason for refusing a statutory request. Check the current Acas Code of Practice for the exact procedure, because the law has changed over time and the guidance is updated regularly.

Example: a childcare need for fixed days

Hypothetical illustration: a policy allows two home-working days with manager agreement, but the employee needs a consistent pattern for travel and care arrangements. Ask for specific days, hours, start date and whether a trial or permanent term is proposed. Explain how meetings and coverage would work. Fixed home-working days do not themselves reduce working hours or substitute for care during those hours. Ask what is already contractual and which route is used to request the change.

Questions to ask and next steps if unresolved

If the request or proposed terms remain disputed, keep the contract, policy version, request, consultation and actual decision. Ask about the available internal review and the relevant statutory process, while checking any external filing limit separately. An internal appeal is not a universal prerequisite that protects every deadline. Bring the exact fixed pattern and business reason for advice rather than asking whether all home working must be allowed.

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