I need different hours or workdays: how do I make a statutory request?

Check eligibility and the route

Acas describes a day-one statutory flexible-working request right for employees in Great Britain. A request must be considered through the applicable process; it is not a right to any pattern chosen. Worker status and informal requests differ, and a disability adjustment may raise another duty. The current guidance allows two statutory requests in twelve months, with only one live at a time.

Describe the change precisely

Write the hours, days or workplace pattern you want, its proposed start date and whether you seek an ongoing or time-limited arrangement. State that it is a statutory request and include the required information about earlier requests. Keep a copy and receipt. A message saying only “I need flexibility” can leave the actual proposal and process unclear.

Prepare for consultation

Explain the practical pattern and identify possible alternatives you could discuss without implying you must accept them. Ask how workload, cover and review would operate. Acas explains consultation where the request is not accepted in full, with a decision normally within two months unless an extension is agreed. Record meetings and a proposed trial separately from a permanent contract change.

Confirm the decision and terms

Ask for the written outcome and, if agreed, the hours, pay, start date and whether the change is permanent. If refused, keep the stated reason and process record and seek advice about the appropriate review. Do not assume the request pauses existing work obligations or that a refusal automatically proves discrimination. An adjustment issue should be identified separately when relevant.

Example: one different pattern can affect several terms

Hypothetical illustration: an employee requests fewer working days while hoping to keep the same role. Describe the proposed hours and start date, then ask how workload, coverage and pay would change. If a trial is proposed, confirm its dates and what happens afterwards. Do not assume a flexible pattern preserves the same salary, or that an informal conversation already changed the contract. Use the statutory route or other relevant adjustment process explicitly.

If the request remains pending or disputed

Keep the request date, receipt, consultation record, any agreed extension and decision. Ask which stage is pending and which statutory process or review applies. For advice, bring the proposed pattern and any separate disability issue rather than only saying you were refused flexibility. Check relevant time limits without treating an internal review as an automatic pause.

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