Flexible working is now a day one right from April 2026. Describe your situation and get instant plain English guidance on your rights.
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What you need to know
As of April 2024, every employee has the right to request flexible working from their very first day of employment. You no longer need to wait 26 weeks. This applies to all employees regardless of how long they have worked for their employer.
Flexible working covers a wide range of arrangements including part-time hours, compressed hours (full-time hours over fewer days), flexitime, working from home or hybrid working, job sharing, staggered start and finish times, annualised hours, and term-time working.
You can make up to two flexible working requests in any 12-month period. Each request must be in writing and state the change you are asking for, the date you want it to start, and what effect it might have on the business and how that could be dealt with. Your employer must deal with your request within two months.
An employer can only refuse a flexible working request for one of eight specific business reasons. These include the burden of additional costs, a detrimental impact on quality or performance, an inability to reorganise work among existing staff, or a planned structural change. They must write to you explaining which reason applies.
If your request is refused you have the right to appeal. You should do this promptly, usually within five working days of receiving the decision. If your employer handles your request unreasonably or fails to follow the correct process you may be able to bring a claim at an Employment Tribunal.
Your employer cannot treat you unfairly, dismiss you, or subject you to a detriment because you made a flexible working request. If they do, you may have grounds for an unfair dismissal or detriment claim at an Employment Tribunal.
This guidance is for general information only and does not constitute legal advice. Always verify current figures and legislation on GOV.UK or seek professional advice for your specific situation.
You cannot simply change an employee's contract without their agreement. The correct approach is to consult with affected employees, explain the business reasons, seek agreement, and give proper notice of any changes.
If agreement cannot be reached you may need to terminate and offer re-engagement on new terms — which itself carries dismissal risks if not handled correctly.
The Carers Leave Act 2023 introduced a statutory right to up to 5 days of unpaid carers leave per year. This right applies from your first day of employment — there is no qualifying period.
You can take carers leave if you are providing or arranging care for a dependant with a long-term care need — this includes a disability, illness, mental health condition, addiction, or old age. A dependant can be a spouse, civil partner, child, parent, or someone who lives in the same household.
You must give your employer notice of at least twice the number of days you want to take (or 3 days, whichever is greater). Your employer cannot refuse carers leave, though they may postpone it for up to one month if it would unduly disrupt the business.
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