it’s accepted (whether this is an acceptance of the employee’s original flexible working request or as a result of a compromise reached at the appeal meeting) - in this case, like the Flexible Working Acceptance Letter, your letter should set out details of the new work pattern, which, unless specifically agreed otherwise, represents a permanent change to the employee’s terms and conditions of employment, and establish a start date (we have, however, included an option for you to have agreed with the employee that the change will be for a temporary defined period only).There are two possible outcomes to the appeal: Our Outcome of Flexible Working Appeal Meeting Letter will help you deal with notifying your decision on the employee’s appeal.
You should then carefully consider the employee’s appeal, make a practical business assessment on it and notify your decision to them, ideally in writing. If this happens, you should hold an appeal meeting with them. If you decline an employee’s flexible working request, the employee should be allowed to lodge a written appeal against your decision. Whilst there are no set time periods for dealing with an appeal, all flexible working requests, which includes any appeals, must be considered and decided on within a period of three months from first receipt, unless you agree with the employee to extend this period.
Flextime appeal code#
If you reject an employee’s request for a flexible working arrangement, the Acas Code of Practice on Handling in a Reasonable Manner Requests to Work Flexibly says that you should allow them to appeal the decision. Outcome of flexible working appeal meeting letter
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