Since the 2024 changes made flexible working a day-one right with two requests per year, many employers are seeing a sharp increase in requests. Managing multiple requests fairly — while keeping the business running — requires a clear process.
Key Principles
- Consider each request individually — you cannot have a blanket "no remote working" policy; each request must be assessed on its merits
- Apply consistent criteria — use the same assessment framework for every request to avoid discrimination
- First come, first served is risky — this could indirectly discriminate against employees who didn't know about the option or were on maternity leave
- Document your reasoning — record why each request was approved or refused
When Requests Conflict
If two employees in the same team both request the same day off, you can:
- Discuss with both employees to find a compromise (e.g., alternating weeks)
- Consider which arrangement causes less business disruption
- Approve both on a trial basis to see if coverage works
- Refuse one on legitimate business grounds — but document your reasoning carefully
Grounds for Refusal
You can only refuse a flexible working request on the eight statutory grounds, including burden of additional costs, inability to reorganise work, and detrimental impact on quality or performance.
Proactive Approach
Rather than reacting to individual requests, consider developing a comprehensive hybrid working policy that sets out the framework upfront. This reduces the volume of individual requests and ensures consistency.
Struggling with managing flexible working? Our HR support team can help you develop a fair, practical policy. Contact us.