APPEAL AGAINST FLEXIBLE WORKING DECISION
Important jurisdiction and process warning
This fictional letter is a worked example, not legal advice and not a universally valid appeal or application. It is written for employment in England and Wales. The employee and employer must check the current statutory flexible-working rules, the employment contract, any collective agreement, internal policy, discrimination and family-related protections, and any deadline or prescribed information requirement. A flexible-working request does not automatically have to be granted, but it must be handled for a genuine business reason and through a fair process. This letter does not waive other rights, guarantee approval or claim universal legal validity. Independent advice may be appropriate.
To
Laura Beatrice Finch, People Director
Oakmere Digital Services Ltd
2 Crescent Exchange, Reading, Berkshire RG1 4PL
From
Aisha Miriam Rahman
Senior Client Analyst
15 Plover Street, Reading, Berkshire RG2 8UD
Date: 21 October 2026
Dear Laura,
1. Decision being appealed
On 7 October 2026, I received your letter refusing my flexible working request dated 9 September 2026. My request was to change my working pattern from Monday to Friday, 8:30 a.m. to 5:00 p.m. at Oakmere's Reading office, to Monday and Tuesday in the office, Wednesday remotely, Thursday in the office and Friday remotely, with the same weekly hours of 37.5. I proposed that the arrangement begin on 16 November 2026 and continue as a permanent contractual change, subject to the statutory and company process.
I appeal within the deadline stated in the employee handbook. I respectfully ask the company to reconsider the decision, provide the relevant business information, and arrange an appeal meeting with a manager who was not the original decision-maker. I am not asking the company to overlook operational requirements. I want to find an arrangement that preserves client service, team availability and the quality of my work.
2. Grounds of appeal
The refusal states that homeworking on Friday would reduce cover for client escalations and create inconsistent handovers. I understand those concerns, but the decision does not explain why Friday coverage could not be maintained by the existing rota or by the alternative arrangements set out below. During the twelve weeks from 1 July to 22 September 2026, I worked remotely on eight Wednesdays because of office maintenance and client visits. My average response time for priority client messages was 18 minutes, compared with the team average of 22 minutes, and no service-level target was missed by me.
The proposed pattern keeps me in the office on the two days when the team holds its client planning meeting and its technical handover. I would remain available during all contractual hours by the company telephone, secure messaging and video system. I would attend an urgent in-person meeting where reasonably required, with appropriate notice where possible. On Fridays I would take the first escalation rota slot, record every outstanding action by 4:30 p.m., and complete a written handover to Callum James Reid, the duty analyst.
I also ask the appeal manager to consider whether a refusal based on Friday cover can be addressed by a trial rather than a permanent rejection. A twelve-week trial ending 5 February 2027 could measure response times, client feedback, work output, meeting attendance and colleague workload. If the trial identifies a genuine problem, the parties could review the pattern or consider another arrangement. This would give the company evidence rather than requiring it to predict performance.
3. Alternative arrangements
If two remote days cannot be approved, I propose one of these alternatives for consideration: remote working on Friday only; compressed hours over four longer days, subject to rest and service requirements; or a six-month trial of the requested pattern followed by a documented review. I am willing to discuss a different office day if the team rota shows that Friday attendance is essential, provided the resulting pattern remains workable and the change is recorded clearly.
My request is connected with caring responsibilities for my father, Ibrahim Rahman, who attends a rehabilitation appointment near my home every Friday afternoon. I understand that the company must decide the request on its merits and that this information does not require approval. I provide it to explain why the proposed pattern matters and to ask that any relevant equality or family-related consideration be assessed carefully. I am willing to provide only proportionate supporting information if it is lawfully required.
4. Appeal meeting and requested outcome
Please confirm the appeal procedure, the evidence relied on for the refusal and a date for an appeal meeting. I would appreciate at least five working days' notice and permission to bring Nadia Elise Cole, a work colleague, as my companion if the applicable policy permits. I will provide a short response to any additional operational evidence before the meeting.
My requested outcome is approval of the pattern from 16 November 2026, or agreement to the twelve-week trial. If the appeal is refused, please give written reasons addressing each ground and explain any further internal step. I will continue working my current pattern unless and until a written change is agreed. Nothing in this appeal should be treated as a waiver of contractual, statutory or equality rights.
Yours sincerely,
Aisha Miriam Rahman
Signature: ____________________ Date: 21 October 2026