Flexible Working

Flexible working includes changes to hours, working location or patterns. That might mean part-time, compressed hours, hybrid working, or remote roles. In the UK, employees can make two statutory requests a year from day one of employment. Employers must respond within two months. We help you manage flexible working requests fairly, lawfully, and in a way that supports your business.

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Flexible Working

Policy and handbook drafting

We draft or update flexible working policies that follow current law and ACAS guidance. Clear policies reduce confusion, manage expectations, and protect against claims.

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Training for managers and HR

Training managers and HR teams get the tools they need to respond to employee requests fairly and lawfully. Our sessions focus on receiving, consulting on, and deciding requests, avoiding discrimination, meeting timeframes, and documenting outcomes.

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Strategic advice on requests and risks

We assess individual requests and help you consider the operational impact. We’ll guide you on equality risks, legal alternatives, and how to reach a proportionate, defendable decision.

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Compliant correspondence and documentation

We draft everything from acknowledgements to outcome and appeal letters. All documents are compliant, ensuring clear reasoning and are ready for audit or review.

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Contract variations and implementation

Support includes negotiating changes to terms, drafting side letters, clarifying trial periods, reviewing clauses, and rolling out updates across payroll and HR systems.

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Tribunal defence and representation

We defend employers when refusals or process errors are challenged. From ACAS Early Conciliation to full Tribunal hearings, we protect your position and keep your commercial objectives in focus.

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Questions we’re often asked

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Who can make a statutory flexible working request?

Any employee, from their first day of employment. The length of service doesn’t matter.

How many requests can be made and how quickly must we decide?

Up to two statutory requests in any 12-month period. You must decide within two months unless both sides agree to an extension.

Do employees need to explain the impact of their request?

No. Since 2024, employees are no longer required to explain the impact or how it could be mitigated.

On what grounds can we refuse a request?

There are eight statutory business reasons. We’ll help you apply the right one and explain your decision clearly.

Must we consult before refusing?

Yes. You must meet with the employee before you refuse a statutory request.

Trusted by organisations, families and professionals across the UK

Euan Lawrence was fantastic; he was efficient, understanding, and very clear in his communication on points of law. He actively listened and gave brilliant professional advice. The administrative team that supported and worked with him was equally helpful and efficient.

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Trusted by organisations, families and professionals across the UK

Euan made himself available and kept me informed of timelines and progress. I was not rushed or interrupted.

Legal 500

Trusted by organisations, families and professionals across the UK

The key thing for me was the empathy and emotional intelligence that Euan Lawrence demonstrated. He was patient, actively listened, and explained points of law to me in a simple yet not condescending manner. I was referred to him by another colleague who had gone through the same process.

Legal 500

Trusted by organisations, families and professionals across the UK

Excellent real-world and experienced knowledge, very clear communication, and transparent billing.

Legal 500

Trusted by organisations, families and professionals across the UK

Euan Lawrence is expert in the field of employment law.

Legal 500

Trusted by organisations, families and professionals across the UK

I feel the approach from all the staff at Blacks has been first class. David Ward has carefully guided me through the process and often picks up the phone for a chat to offer advice on things to do and things to avoid.

Legal 500

Trusted by organisations, families and professionals across the UK

A very friendly and approachable law firm. All the way through, the whole team at Blacks has been extremely supportive, providing excellent advice and support.

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Trusted by organisations, families and professionals across the UK

The team has a wide range of knowledge and skills. My case required senior partners to apprentice-level support. Everyone I met and had contact with was kind, professional, and personable. It felt amazing to have such an awesome team in my corner, showing support and wishing me luck with my case.

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Trusted by organisations, families and professionals across the UK

Paul Kelly is knowledgeable, action-focused, and has taken the time to learn about us and our sector. He is a great sounding board.

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Trusted by organisations, families and professionals across the UK

I find the team to be really responsive and helpful, providing excellent advice and support at all times. Nothing has been too much trouble, and we have really valued their support.

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Experts in every area

Managing Partner

Ellie Broadhurst

Associate Solicitor

Georgia Jeonney

Partner and Head of Employment

Partner and Head of Employment

Jemima Parkinson

Solicitor Apprentice

Anna Schiavetta

Senior Associate Solicitor

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