Flexible working question - not obliged to answer?

I’m aware of the laws around it! Thank you!

The box on my form did say it was not mandatory but it would help them make a decision. I was asking to reduce my office days and wfh more. I just said there would be no impact as I would work as effectively as I do already and I would be fully available online and by work phone line. I also said as wfh involved mostly core hours phone cover headcount would be increased over core hours. Most people to to do earlier flex shift when attending the office.

Without knowing all the background to this: this all sounds seriously inappropriate of your employer, for them to be seemingly pushing you into a consultancy role whereby you lose all your accrued employee rights? They could well be laying themselves open to a constructive dismissal claim.

You say that you have already been told that your flexible working request will be refused; have you actually been told that by your manager? If so it sounds like they are not handling your request in a reasonable manner which they are legally required to do, by properly considering whether your request can be granted, considering alternatives etc

With regard to your question: the Flexible Working legislation changed fairly recently (April 2024) whereby employees no longer need to state how the request will impact colleagues - it sounds as though your employer hasn't updated their application form. Do they have a Flexible Working Policy and what does that state? Otherwise I think it is OK to just leave those sections of the form blank and explain (perhaps on a separate email) why you are doing that but are happy to discuss further at a separate meeting.

@Difficile what's the flexibility you're asking for?

Consider and giving flexible working are two very different things! If the employer can show it will impact on the service and clothes they can in law decline it! Also they can review and withdraw it at any time if service needs change!

So first you say that you will ask and now you say there won’t be any time. You can see why people are struggling with you 😅

You just sound difficult!
No you don’t have to legally but why not help yourself?! If you like your team and are good at the job and want to stay.. make some kind of effort!

Flexible working doesn’t have to approved if it doesn’t meet the needs of the service! I deal with flexible working requests regularly and I can assure you, that you are more likely to get it, if you consider how it will impact on where you work and your colleagues! Personally I think you have a poor attitude if you don’t consider others and this maybe why you’ve already been told you won’t get it!

If you thought it was an excellent suggestion you would not have continued to discuss how to answer the question. You sounds like you have a bone to pick with your employer.

You sound like a great team player - not. And now you don't need the money, you sound entitled too. Charming.

They are obligated to consider the request and can only refuse it based on specific criteria.

That sounds like an old form they haven’t updated to reflect new legislation and guidance.

You keep banging on and on about the question on the form and yet you have repeatedly ignored suggestions to get the question removed before filling out the form. It’s like you want to turn a non-required question into a problem. Are you hoping to use this as grounds for complaining later on?

Do you belong to a union and if so could you speak with them about this question being removed?
It seems foolish to proceed with an out of date form, how can your employer prove that they don't use this question in their decision making.
Perhaps the answer is to quote whatever the change in legislation etc has been as your answer.

If your reason for submitting a FWR is in any way related to a disability (you or dependents) then you can phrase it as a Reasonable Adjustment under the Equality Act 2010.

This won’t obligate your employer to accept the request, but it’s likely they will get an HR perspective.

Do whatever is needed to get it approved. You are coming across as wanting to cut off your nose to spite your face.

The one thing I would point out is employment karma. Giving bad references is much more difficult now but people do chat and give private opinions on people who they have employed. You will never prove it but think hard before you do something that could come back and bite you.

Wrong. It’s no longer on the employee to persuade and you don’t need to give a reason. The current position is that It’s on the employer to give a genuine business reason to refuse, or which these are limited and specific. That’s the legal position.

@BooomShakeTheRoom take note.

OP just leave it blank. Rather than a reason you could give something about when team meetings take place and how it won’t interfere etc but you are under no obligation to do so.

If they refuse then appeal and send them the link to ACAS. I work in HR.

But they’ll have to tell her that when they refuse it.

Please do not write "obligated"
Write "obliged" or no "obligation"

You’re showing your naivety. Just because they technically shouldn’t ask that, doesn’t mean it won’t influence their decision.

Im wondering from your posts if you struggle to understand nuance? (genuine question, not trying to be unkind).