Flexible and hybrid working pack
Our Flexible and Hybrid Working Templates Toolkit supports seamless implementation of modern work arrangements.
This is a comprehensive toolkit to help you manage flexible and hybrid working arrangements in your workplace. It includes a range of templates that are designed to simplify the process of managing flexible and hybrid working arrangements, save you time and effort, and ensure compliance with all relevant employment legislation.
From creating flexible working policies and procedures to managing flexible working requests and implementing hybrid working arrangements, our templates cover all the necessary documents required to manage flexible and hybrid working arrangements effectively.
Plans
1
Scripts
1
Contracts
1
Forms
1
Letters
18
Policies
3
Guides
4
What Flexible and Hybrid Working?
Flexible working is a way of working that allows an employee to request a different working arrangement from that set out in their terms and conditions of employment. Flexible working can relate to the number of hours worked, when an employee works or where they work. Examples include:
- Reducing hours to work part-time.
- Changing start and finish times.
- Having flexibility over start and finish times, sometimes known as ‘flexitime’.
- Working full-time hours over fewer days, known as ‘compressed hours’.
- Working from home or another location, known as ‘homeworking’ or ‘remote working’.
- Sharing a role with another employee, known as a ‘job share’.
- Working a combination of arrangements, such as working partly from home and partly in the workplace, known as ‘hybrid working’.
Since 6 April 2024, all employees have had a statutory right to request flexible working from their first day of employment. The previous requirement to have 26 weeks’ continuous service was removed. Employees can make up to two statutory flexible working requests in any 12-month period, although they can only have one live statutory request with their employer at any one time.
An employee does not have an automatic right to have their request agreed. The statutory right is a right to request flexible working, rather than a right to work flexibly. Employers must deal with statutory requests in a reasonable manner and must consult with the employee before refusing a request. An employer can refuse a request only for one or more of the permitted business reasons set out in legislation.
A statutory flexible working request must be made in writing and include specific information, including the date of the request, details of the change requested, the proposed start date and details of any previous statutory flexible working requests made to the employer. The employer must make and communicate its decision within two months, unless a longer period is agreed with the employee.
Hybrid working is a form of flexible working that combines working from the workplace with working from home or another location. Where an employee wishes to request a change to their contractual place of work, hours or working pattern, this can be made through the statutory flexible working procedure. Employers may also choose to discuss and agree flexible working arrangements informally outside the statutory procedure.
Compliance Notes
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All employees have the statutory right to request flexible working from their first day of employment. There is no minimum period of continuous service required.
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Employees can make up to two statutory flexible working requests in any 12-month period, although only one request can be live at any one time.
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Full-time and part-time employees have the same statutory right to request flexible working.
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Employers must deal with statutory flexible working requests in a reasonable manner and must consult with the employee before refusing a request. The employer must make and communicate its decision, including any appeal, within two months unless a longer period is agreed with the employee.
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An employer can refuse a statutory flexible working request only for one or more of the permitted business reasons set out in legislation, such as additional costs, an inability to reorganise work, an inability to recruit additional staff, or a detrimental impact on quality, performance or customer demand.
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Employees are protected from dismissal or detriment because they have made, or intend to make, a statutory flexible working request. An employee may be able to bring an employment tribunal claim where their statutory rights have not been followed, although the circumstances and applicable time limits will depend on the nature of the claim.
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Flexible working can be agreed informally without using the statutory procedure. This can be appropriate where an employee and employer want to agree a change without making a formal statutory request.
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Hybrid working is one form of flexible working. Where appropriate, hybrid working can provide benefits for employees and employers, including supporting work-life balance, engagement and retention, although its suitability will depend on the nature of the role and the needs of the organisation.
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Acas guidance and the statutory Code of Practice on requests for flexible working provide guidance for employers and employees on making, considering and responding to flexible working requests.
What's in this pack
If you have received a flexible working request, this model guide sets out an effective, legal framwork to follow when handling it, and determining your response.
This guide looks at the legislation and best practises for home working, covering the statutory right of qualified workers to request to work from home and how line managers may effectively address the practical challenges that come with it.
A practical manager’s guide to sabbaticals, covering how to assess requests, manage approvals, and support employees before, during, and after leave.
Our Guide to Trialling a Hybrid Working Model offers comprehensive insights and step-by-step instructions for organisations to effectively implement and evaluate a hybrid work arrangement.
Our Flexible Working Policy outlines guidelines for employees seeking alternative work arrangements, fostering work-life balance and productivity.
Our Flexitime Policy Template outlines the guidelines and procedures for flexible working hours, promoting work-life balance and productivity while maintaining operational efficiency and meeting business needs.
Our Homeworking or Remote Working Policy Template establishes clear guidelines and expectations for employees working remotely, ensuring productivity, communication, data security, and compliance with company policies while working from home.
Our Flexible Working Agreed Decision Extension Letter Template streamlines extension requests, ensuring efficient communication and flexibility.
Our Flexible Working Application Meeting Invitation Letter template invites employees to discuss flexible work arrangements, promoting work-life balance and open communication.
Our flexible working compromise arrangement letter template simplifies finding mutually beneficial solutions while considering both employee and company needs.
Our flexible working appeal letter template can help employees formally challenge a rejected flexible working request.
A flexible working appeal outcome letter template that confirms whether the original decision has been upheld or overturned following review.
Our Flexible Working Request Letter Template simplifies the process, enabling employees to request flexible arrangements with confidence and clarity.
Use this model letter to provide an employee with formal acceptance of their flexible working request.
Use this model letter to notify the employee that their flexible working request has been received and that a meeting will be set up to discuss it with them.
Flexible working rejection letter template explaining business reasons clearly and compliantly.
Our Flexible Working Trial Period Confirmation Letter template formally confirms the upcoming trial period, outlining expectations and terms for the flexible work arrangement.
Our Hybrid Working Move Confirmation Letter Template ensures clarity, guiding seamless transition and expectations for employees.
Our Hybrid Working Model Permanent Change Following Trial Period Letter Template announces the successful transition to a permanent hybrid work model, outlining the new policies and expectations for employees.
Our Hybrid Working Trial Period Announcement Letter Template formally informs employees about the upcoming trial period for hybrid work arrangements, outlining the details and expectations clearly.
Our Update to Employees on Progress of Hybrid Working Trial Period Letter Template communicates the latest developments and outcomes of the hybrid work trial, maintaining transparency and engagement.
Our Invitation to Discuss Hybrid Working Application Letter Template formally invites an employee to discuss their hybrid work application, promoting open communication and alignment on expectations.
Our Sabbatical Agreement Letter template formalises sabbatical terms, providing clarity and structure for employees and the company during extended leaves.
This template is used by employees to formally request a sabbatical leave, providing details about the purpose, duration, and any relevant arrangements or commitments.
Our Sabbatical Request Refused Letter template communicates respectfully when sabbatical requests cannot be granted, maintaining transparency and professionalism.
Our Hybrid Working Trial Period Feedback Form Template gathers valuable input from employees, facilitating the evaluation of the trial period and shaping future hybrid work policies.
Our Homeworking Agreement Template supports remote work arrangements, outlining clear expectations for both employers and employees.
Our flexible working application meeting script template guides productive discussions, ensuring clear communication and mutual understanding of flexible work arrangements.
Our Flexible Working Application Review Meeting Plan template guides productive discussions, ensuring clear communication and mutual understanding of flexible work arrangements.
The Flexible and hybrid working pack is also available on HRDocBox, alongside even more practical HR guidance, related resources and support to help you put it into practice.
Explore on HRDocBox →Practical HR templates and resources for UK employers.
