Flexible Working April 2024
In this section
- 12. Informing the Employee of the Outcome
- 13. Trial Periods
- 14. Business Grounds for Refusing a Request
- 15. Appeal
- 16. Informing the Employee of the Outcome
- 17. Declined Applications
- 18. Extension of Time Limits
- 19. Withdrawal of an Application
- 20. Ensuring Equality of Opportunity
- Appendix 1
- Appendix 2
9. Considering the Application
It is possible for a manager to agree to a request to work flexibly simply based on the application itself and if so they should write to the employee, specifying agreement and the start date. Where this is not possible, there is a set procedure to be followed.
If an employee does not provide all the information required, the line manager should inform the employee what they have omitted and ask them to re-submit their application. The line manager should also inform the employee that they are not obliged to consider the request until it is complete and re-submitted.
If the employee does not provide the line manager with the information needed to assess whether the change can be agreed to, e.g. they have not described the desired working pattern, the Authority will be entitled to treat the application as withdrawn. The employee will only be able to make one more application under this procedure within a rolling 12-month period. It is therefore important for the employee to provide all the information requested.