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At Stephensons, our expert flexible working solicitors understand how vital a healthy work-life balance is in today’s fast-paced employment landscape. With changes to legislation and growing awareness of employee rights, more individuals are seeking flexible working arrangements – and employers are increasingly expected to respond fairly to such requests. Whether you're seeking to make a formal request, challenge a refusal, or simply wish to understand your rights, our legal specialists are here to guide you every step of the way.
Flexible working can take many forms, from part-time hours and job sharing to remote working and compressed hours. However, asserting your right to request these arrangements can be complex without the correct legal advice. Stephensons has extensive experience representing employees across a wide range of industries, ensuring their voices are heard and their legal entitlements are protected.
Under UK employment law, all employees have the legal right to request flexible working once they have completed 26 weeks of continuous service with their employer. This includes parents, carers, and any employee looking for improved work-life balance. Employers must deal with requests in a reasonable manner and respond within three months. However, many workers find that requests are unreasonably refused or ignored, which is where expert legal advice becomes invaluable.
Recent updates to legislation have aimed to make flexible working more accessible, but challenges still remain. Our flexible working solicitors have helped individuals navigate disputes, lodge appeals, and, where necessary, commence tribunal proceedings to ensure their rights are upheld.
Stephensons is a leading national law firm with a long-standing reputation for excellence in employment law. We are proud of our diverse legal accreditations which reflect our commitment to high standards of client care and professional service. We are recognised by The Legal 500 and Chambers & Partners, and hold the Law Society’s Lexcel accreditation which demonstrates excellence in legal practice management and client care.
In addition, Stephensons is accredited with the Law Society’s Criminal Litigation Accreditation Scheme, reflecting our wider expertise in protecting individuals’ rights across various legal areas. While this may not directly relate to flexible working, it highlights our holistic approach to protecting clients’ interests – both in the workplace and beyond.
Our team of employment law solicitors are highly experienced in resolving complex workplace disputes and are recognised for their practical, down-to-earth advice. Whether you're facing a rejected request or unclear employer guidelines, we are here to provide clarity, confidence, and robust legal representation.
Our flexible working solicitors at Stephensons provide a comprehensive range of services tailored to your unique circumstances. We start by reviewing your employment contract and the reasons behind your flexible working request. If you’ve received a refusal, we assess whether the employer has complied with legal obligations and advise on next steps.
We can assist with:
We also support clients who face indirect discrimination – for example, women with childcare responsibilities disproportionately affected by refusal of flexible working. Our expertise ensures that your employer is held accountable where decisions may breach employment legislation.
While employers are legally permitted to refuse flexible working requests for valid business reasons, these are limited by law. Common reasons include the burden of additional costs, inability to reorganise work among staff, or detrimental impact on quality or performance. However, these reasons cannot be used arbitrarily and must be supported by evidence.
Our solicitors examine each case in detail to identify whether a refusal is reasonable, and if necessary, can escalate the issue through grievance procedures or legal challenge. Where appropriate, we can also bring claims under equality legislation if discrimination has occurred.
Attempting to resolve a flexible working dispute without legal representation can be challenging and emotionally taxing. With Stephensons on your side, you benefit from professionals who are experienced in dealing with both employer negotiations and litigation. Our early intervention can often result in successful resolutions without the need for formal proceedings, but we are equally equipped to represent you in an employment tribunal if required.
We are committed to achieving the optimal outcome for our clients – whether through compromise agreements, successful applications, or compensation where a claim is upheld.
If you believe your employer has unfairly refused your request for flexible working, or if you need advice on how to make a successful application, get in touch with our dedicated employment law team. Our flexible working solicitors will provide clear, professional guidance tailored to your individual needs.
Contact Stephensons today by filling in our enquiry form, and a member of our team will get back to you as soon as possible.
Yes, but only for one or more of the eight statutory reasons permitted under employment law, such as inability to meet customer demand or the burden of additional costs. The refusal must be reasonable and explained clearly. If you believe the refusal was unfair, our solicitors can help you challenge it.
No, you are not legally required to provide a reason, though it can be helpful to explain your circumstances. This may be particularly relevant if your reason is connected to health, childcare, or other protected characteristics under discrimination law.
If your employer has not followed the proper procedure or has failed to provide a valid reason, you may be entitled to appeal the decision internally. If that fails, legal steps such as filing a claim in an employment tribunal may be available. Our solicitors can assess whether you have a basis for legal action.
Currently, employees are eligible to request flexible working after 26 weeks of employment. However, you may discuss flexibility during the recruitment process, and employers are encouraged to be transparent about flexible options. Proposed legislative changes may extend this right from day one in the future.
If you have a health condition that qualifies as a disability under the Equality Act 2010, your employer has a legal duty to make reasonable adjustments. Flexible working may qualify as one such adjustment, and failure to accommodate could amount to discrimination. Our team can explore this with you in detail.
Flexible working is more than a benefit – for many, it is an essential part of maintaining personal wellbeing and family life alongside a career. Stephensons is proud to support individuals in asserting their rights and building a work arrangement that suits their life and ambitions.
Whether you are unsure of how to begin the request process, have already been refused flexible working, or feel your employer is acting unlawfully, we are here to support you with expert employment law advice. With years of experience and dedication to delivering results, our flexible working solicitors will help you create lasting, positive change in your working life.
Speak to our team today by filling in our enquiry form.
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