I believe flexible working is anything that isn’t working from 9-5 pm, Monday-Friday, in an onsite workplace. This can mean compressed hours, remote working, part-time hours, or a shift in hours – essentially, flexible working enables people to work around their lifestyle and any personal needs they might have.

Ever since the pandemic, there’s been an uptick in flexible working – because, quite simply, flexible working kept companies from going under at a time of complete and utter panic when everything was up in the air. The dust has since settled, and there’s recently been a huge RTO (return to office) surge, with many companies calling people back to the office. But whilst in office working is great for some people – it’s a career breaker to others.

Before you request your own flexible arrangement, It’s important to be clued up on the New Flexible Working Regulations: In the UK, the Flexible Working (Amendment) Regulations 2023, effective from April 2024, allows employees to request flexible working from day one of employment, aiming to make flexible working more accessible and adaptable for everyone. This means that whilst they can still say no, the law is on your side when it comes to making your request.

Now that you’re ready to make your request, how do you bravely ask for flexible working?

The key is to craft a compelling request. When drafting a flexible working request, focus on presenting a plan showing mutual benefits for you and your employer. Highlight how your proposed arrangements can maintain or improve productivity or customer service and align with the company’s goals.

Be confident! Know what flexible working arrangement you want and communicate it clearly, but be ready to negotiate and compromise if necessary. Emphasise the professional benefits and be ready to negotiate and compromise if necessary.

Mutual benefits: When you’re drafting your flexible working request, remember it’s not just about what you need; it’s also about how it can benefit your team and align with your company’s goals, so although you no longer have to justify the effect your flexible working schedule will have on the company, it’s good practice to consider it so you can overcome any objections your employer may have. Tom Stenner-Evans, an Employment Lawyer and Partner at Thrive Law suggests presenting a well-thought-out plan, anticipating potential concerns your employer might have, and proposing practical solutions. Show how your desired schedule can maintain or improve productivity, communication, and quality of work. You could also highlight the mutual benefits of flexible working: enhanced employee wellbeing, loyalty, and a broader talent pool and touch on how it could personally enable you to work to your best ability at the company – by catering to your personal needs.

Once you submit your request, you need to be ready to negotiate. You might not get exactly what you wanted, but instead, they might meet you in the middle. Think about any offer, and don’t be afraid to push back with another request before you settle.

On the flip side, they might say no. Anna Whitehouse (the campaigner behind Flex Appeal) was famously turned down for her flexible working request to start 15 minutes earlier and to leave 15 minutes earlier to enable her to make it to her nursery pick-up on time. They refused on the ground that it would “open the floodgates” for other people, too. If you are refused, dig deeper into why business reasons mean your flexible working request cannot be accommodated. You might be able to push back if there aren’t any business reasons behind the refusal.

If, after all, is said and done, your flexible working request is denied, and you have run out of options to push for flex, you might need to consider widening your net to flexible, inclusive employers. It might be time to take the plunge and take your talent and experience to an employer that will enable you to maximise your potential whilst meeting your personal needs.

You’ve got this!

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