Your employer should have a policy detailing how a request should be made and how it will be handled.

An application must:

  • Be in writing, dated and provide an explanation of the changes that you are seeking.
  • Detail what effect you think the proposed changes may have on your employer, and how you feel any such effect might be dealt with.
  • State that you are making a statutory request and give details of any previous application for flexible working including the date of that application.

Your employer has to consider your application in a timely manner and provide you with their decision. If your employer rejects your request, it must be for a specific business reason. You will be entitled to appeal the decision.

If you feel that the decision to refuse your application is not sufficiently justified or discriminatory, we are able to provide an initial assessment for a fixed fee.


Michelle was efficient, friendly, professional and extremely knowledgeable. I would certainly recommend her.”

Mr B

UK_leading_firm_2015_MR Thursfields are recommended as a leading firm in the Legal 500 for Flexible Working law

 

Discrimination (including harassment and victimisation)

Maternity/Paternity Rights

Flexible Working

Whistleblowing

Contract of Employment Review

Redundancy

Settlement Agreements

Unfair Dismissal

Constructive Unfair Dismissal

Wrongful Dismissal / Breach of Contract

Disciplinary Procedures

Grievance Procedures

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