Dear Denise – Your HR Agony Aunt | Edition 8: Flexible Working Requests

With flexible working now firmly embedded in many workplaces, employers are increasingly facing requests from employees who want to work from home on a permanent basis. While remote working can offer benefits for both employees and businesses, it’s not always practical or suitable for every role.

That’s why this month’s Dear Denise – HR Agony Aunt column focuses on managing requests for permanent homeworking and balancing employee expectations with the needs of the business. Senior HR Consultant Denise from BeyondHR, who brings almost 20 years of hands-on HR experience, has been helping employers navigate flexible working requests while remaining compliant with employment law and maintaining productivity.

Dear Denise,

One of my employees has asked to work from home permanently.

They currently come into the office a few days each week, but they’ve said they feel more productive at home and would prefer not to return to the workplace at all. The challenge is that their role involves regular collaboration with colleagues, and I believe there’s real value in having them in the office.

I want to be supportive and flexible, but I’m concerned that agreeing to this request could create difficulties for the wider team and open the door for others to make similar requests.

Do I have to agree to permanent homeworking, and how should I handle the conversation?

Unsure Employer, Renfrew

Dear Unsure Employer,

You’re certainly not alone. Since the rise of hybrid working, many employers have found themselves receiving requests for greater flexibility, and permanent homeworking is one of the most common.

The good news is that while employees have the right to request flexible working, they do not have an automatic right to work from home permanently. As an employer, you are entitled to consider the needs of your business alongside the employee’s request.

Here’s how I’d recommend approaching this:

• Consider the request objectively: Take the time to assess how the arrangement would impact the employee’s role, team dynamics, customer service, productivity and overall business operations. Focus on the practical realities rather than making assumptions.

• Follow a fair process: If the request is submitted as a formal flexible working request, ensure you follow the correct procedure, including meeting with the employee, considering the request carefully, and responding within the required timeframe.

• Think about the wider impact: It’s reasonable to consider how permanent homeworking could affect collaboration, communication, supervision, training, and team culture. You should also consider whether agreeing to one request could create challenges elsewhere in the business.

• Explore alternatives: The conversation doesn’t have to be a simple yes or no. A hybrid arrangement, adjusted office attendance, or a trial period may provide a solution that works for both parties.

• Be consistent: Employees will often compare how requests are handled. Ensure decisions are based on clear business reasons and applied fairly across the organisation.

• Document your decision: Whether you approve or decline the request, explain your reasoning clearly and keep a record of the discussion and outcome. Transparency helps maintain trust and reduces the risk of misunderstandings.

Flexible working can bring significant benefits when managed well, but every business is different. The key is to approach requests openly, consider them fairly, and ensure any decision supports both the employee and the wider needs of the organisation.

Warm regards,

Denise

Your HR Agony Aunt at BeyondHR

Have an HR dilemma you’d like Denise to answer? We’d love to hear from you. Email your question to denise@wegobeyondhr.com and it could be featured in an upcoming Dear Denise column. All questions remain anonymous.

If you’d prefer a private conversation about your HR challenge, call us on 0800 111 4461 and our team is here to help.