How to Request Flexible Working: A Dad's Practical Guide

The law changed in April 2024: you can now request flexible working from day one of employment, and your employer must respond within two months. But having the right doesn't mean getting the yes.

This guide covers the legal position, how to structure a compelling request, and what to do if your employer pushes back.

The 2024 Legal Changes

The Employment Relations (Flexible Working) Act 2023 came into force in April 2024 with significant changes:

Before April 2024:

Had to wait 26 weeks to make a request
One request per year
Employer had 3 months to respond

From April 2024:

Can request from day one of employment
Two requests per year
Employer must respond within 2 months
Employer must consult with you before refusing

These changes strengthen your position, but employers can still refuse for legitimate business reasons.

What "Flexible Working" Actually Means

Flexible working covers various arrangements:

Working From Home / Hybrid

Full or partial remote working.

Example: Work from home 3 days, office 2 days

Compressed Hours

Full-time hours in fewer days.

Example: 37.5 hours over 4 days (9.5-hour days) instead of 5 days

Part-Time

Reduced hours and proportional pay reduction.

Example: 4 days per week (80%), paid accordingly

Flexitime

Core hours with flexible start/end times.

Example: Core hours 10am-4pm, start anytime 7am-10am, finish accordingly

Job Sharing

Two people share one full-time role.

Term-Time Working

Working during school terms only (unpaid during holidays).

Annualised Hours

Total annual hours agreed, distributed flexibly through the year.

Making Your Request: Step by Step

Step 1: Know Your Rights

You can make a statutory flexible working request if you're an employee (not worker or contractor). The request must be in writing and:

State it's a statutory flexible working request
Specify the change you want
Specify when you want it to start
Explain what effect (if any) you think it would have on the employer
Explain how any effect could be dealt with
State whether you've made a previous request and when

Step 2: Research Your Employer

Before making your request, understand the landscape:

Written policy: Does your employer have a flexible working policy? What does it say?
Precedents: Do others work flexibly? How did they arrange it?
Culture: Is flexible working normalised or exceptional?
Your manager: Are they supportive of flexibility generally?

Step 3: Design Your Request

Be specific about what you want. Vague requests are easy to refuse.

Weak: "I'd like to work more flexibly" Strong: "I'd like to work from home on Mondays and Fridays, starting 1st March"

Consider:

What would genuinely help you?
What's realistic for your role?
What compromise positions would you accept?

Step 4: Anticipate Objections

Think through why your employer might refuse and prepare responses:

Potential objection	Your response
"We need you in the office"	"I'd ensure I'm available for key meetings and team days"
"It's not fair to others"	"Others can also make requests—it's a statutory right"
"How will we manage your work?"	"I propose weekly check-ins and clear deliverables"
"Client expectations"	"I'd remain available during core hours and for urgent matters"

Step 5: Put It in Writing

Your formal request should include:

EXAMPLE FLEXIBLE WORKING REQUEST

Dear [Manager's name],

Statutory Flexible Working Request

I am writing to make a statutory request for flexible working under the Employment Relations (Flexible Working) Act 2023.

Current working arrangement: [Full-time, 37.5 hours per week, Monday-Friday 9am-5:30pm, office-based]

Requested change: [I would like to work from home on Mondays and Fridays, with office attendance Tuesday-Thursday]

Proposed start date: [1st April 2026]

Effect on employer and how it could be managed: I do not believe this change would negatively impact my work or the team. To ensure continuity:

I will remain available by phone, email, and Teams during normal hours
I will attend all team meetings in person on core office days
Client meetings and collaborative work will be scheduled for Tuesday-Thursday
I will ensure my home setup meets security and equipment requirements

[Include any other mitigations specific to your situation]

Previous requests: [I have not made a previous flexible working request / I made a previous request on X date which was approved/refused]

I would be happy to discuss this request further and am open to considering alternatives if you have concerns about the specific arrangement proposed.

Yours sincerely, [Your name]

Step 6: Submit and Follow Up

Send to your manager and HR (if appropriate)
Keep a copy with the date sent
If you don't hear back within 2-3 weeks, follow up
Your employer must respond within 2 months

The Meeting

Your employer should invite you to a consultation meeting to discuss your request. This is your chance to make the case in person.

Preparation

Re-read your request
Prepare for likely questions
Have compromise positions in mind
Bring notes if it helps you stay focused

During the Meeting

Stay calm and professional
Listen to their concerns genuinely
Be willing to problem-solve together
Don't make ultimatums

Possible Outcomes

Request approved: Confirm in writing, agree start date
Request approved with modifications: Consider if acceptable, negotiate if needed
Trial period offered: Often a good outcome—gives you a chance to prove it works
Request refused: Must be for one of the permitted business reasons (see below)

If Your Request Is Refused

Employers can only refuse flexible working requests for one of eight statutory reasons:

Burden of additional costs
Inability to reorganise work among existing staff
Inability to recruit additional staff
Detrimental impact on quality
Detrimental impact on performance
Detrimental effect on ability to meet customer demand
Insufficient work during the periods you propose to work
Planned structural changes

What You Can Do

Ask for specifics: Request a clear explanation of why your request was refused and which business reason(s) apply.

Appeal: Most employers have an internal appeal process. Use it if you believe the refusal was unjustified.

Negotiate: Could a modified request work? Would a trial period address their concerns?

ACAS Early Conciliation: If you believe the refusal was discriminatory or the process was flawed, you can contact ACAS before taking legal action.

Employment tribunal: You can challenge the decision if you believe:

The correct process wasn't followed
The refusal was based on incorrect facts
The decision was discriminatory

Discrimination might apply if the refusal disproportionately impacts you because of a protected characteristic (e.g., sex discrimination if childcare responsibilities fall disproportionately on you and your request is refused without good reason).

Making It Work: After Approval

Getting flexible working approved is step one. Making it successful—and sustainable—is step two.

Set Yourself Up for Success

Communicate clearly: Tell colleagues about your new schedule
Be visible: Don't disappear—stay active in communications
Deliver results: The best argument for flexible working is that your work quality stays high
Review and adjust: Check in with your manager regularly

Common Pitfalls to Avoid

Over-working to prove yourself: Sets unsustainable expectations
Being defensive about your arrangement: Treat it as normal, not something requiring constant justification
Letting boundaries slip: If you're meant to finish at 3pm, finish at 3pm
Ignoring team dynamics: Be aware of how colleagues perceive your arrangement

For Career-Conscious Dads

Let's address the elephant in the room: many dads worry that flexible working will harm their career.

The evidence is mixed. Studies show that flexible workers are sometimes rated as less committed—but also that they often have higher job satisfaction and retention.

Mitigating Career Risk

Maintain visibility: Attend important meetings, be present for key projects
Document achievements: Track what you deliver while working flexibly
Have direct conversations: Ask your manager explicitly whether flexibility is affecting their perception of you
Don't apologise constantly: Treat your arrangement as legitimate (it is)
Be excellent at your job: Results are the best defence

The Bigger Picture

Workplace culture is changing. Many employers now see flexible working as standard, not exceptional. The more dads who request and succeed with flexible working, the more normal it becomes.

Your request isn't just about you—it's part of a broader shift toward work that accommodates life, not the other way around.

UK Employers Leading on Flexible Working

Some employers have genuinely embraced flexible working. Examples to reference if your employer claims "it can't work here":

Nationwide: Default hybrid working, 4-day week trials
Unilever: Flexible working standard, location flexibility
Atom Bank: 4-day week (no pay reduction) since 2021
Deloitte: Hybrid by default, flexible location
Many NHS Trusts: Flexible working champions, various arrangements

These range from huge corporations to public sector organisations—demonstrating that flexibility works across sectors.

Resources

ACAS guidance: acas.org.uk/flexible-working

Working Families: workingfamilies.org.uk - charity with legal advice for working parents

Gov.uk: gov.uk/flexible-working - statutory rights explained

CIPD: cipd.org/uk/knowledge/factsheets/flexible-working - employer perspective

The Bottom Line

Requesting flexible working as a dad is increasingly common and legally supported. The 2024 changes strengthened your position, but success still depends on how you frame and manage the request.

Be specific about what you want. Anticipate and address objections. Present solutions, not just requests. And if you're refused without good reason, know your options.

The worst outcome is usually just hearing "no"—and even then, you can try again in six months with a different approach.

Interested in more radical changes? Read our guide to Shared Parental Leave.