2. Flexible Working Policy July 2026

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Chard Town Council
Flexible Working Policy

1. Introduction
Under provisions set out in the Employment Rights Act 1996 and regulations
made under it, all employees have a statutory right to ask their employer for a
change to their contractual terms and conditions of employment to work flexibly.
As a good employer, ChardTown Council has always had a positive view of
flexible working. This policy sets out the framework in which variable working
will be managed within the Council.
2. What is Flexible Working?
Flexible working can mean a change to the number of hours worked, the times
worked or the place of work.
Some examples of flexible working are:
• Part-time working;
• Homeworking or hybrid working;
• Job sharing/Flexible working hours; •
Term time only working
3. Eligibility
The right to request flexible working is available to employees from the first day of
their employment.
A maximum of two flexible working requests per employee (or team, if on behalf of
a team) can be made within any twelve month period. Only one request for
flexible working may be live at any one time.
The legislation does not provide an automatic right to flexible working. There is
an emphasis on the importance of both the employee and the employer
considering the terms of the request and attempting to reach an outcome that
suits both parties. The employee has a responsibility to think carefully about
their desired working pattern when making an application, and the manager is
required to follow a specific procedure to ensure requests are considered
objectively.
4. Timescales
Requests will be considered in a timely manner. The entire process, including
hearing an appeal will be completed within 2 months of the written request
being received.
5. Roles and Responsibilities
Chard Town Council
Version: July 2026 rev 2 – To be reviewed annually
Approved by FC 2026/118

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Chard Town Council
Flexible Working Policy
Normally, the Town Clerk will consider flexible working requests and appeals
will be heard by a Panel of the HR Committee.
If the request is being made by the Town Clerk, this should be referred to the HR
Committee, who will set up a panel to consider the request and a separate panel
to consider any appeal.
6. Representation
Employees have the right to representation, either by a trade union
representative or a work colleague, at the consultation meeting and appeal
stages.
Representatives have the right to address the meeting or appeal. They may
also ask questions and present the employee’s case. However, they have no
right to answer questions on the employee’s behalf.
7. How to apply
Anyone considering flexible working should first discuss with their manager the
reasons for the request to change their working pattern and how they think it
could work. A formal application can then be made in writing to the Town Clerk. It
should set out clearly:
• the date of the request;
• the change the employee is requesting to the terms and conditions of their
employment in relation to their hours, times or place of work;
• the date the employee would like the change to come into effect;
• if and when the employee has made a previous request for flexible working to
the employer.
8. Considering the Request
Each request will be considered on a case-by-case basis. Agreeing to one
request will not set a precedent or create the right for another employee to be
granted a similar change to their working pattern.
All requests will be carefully considered by the Town Clerk (or a Panel of the HR
Committee if in relation to the Town Clerk), involving relevant managers where
appropriate.

When considering a request, the Town/Parish Clerk should: •
Consider the request fairly;
• Consider the potential benefits and/or impacts that the change would
have for the employee and the organisation;
Chard Town Council
Version: July 2026 rev 2 – To be reviewed annually
Approved by FC 2026/118

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Chard Town Council
Flexible Working Policy
• Consider any scope for compromise.
Flexible working requests will be agreed where possible. Requests may,
however, be refused where there is a genuine business reason to do so.
Employers can reject an application for any of the following reasons:
• Burden of additional costs;
• Inability to reorganise work among other staff;
• Inability to recruit additional staff;
• Inability to manage performance remotely; •
Detrimental impact on quality;
• Detrimental effect on customer service;
• Detrimental impact on performance;
• Insufficient work available during the periods the employee proposes to
work; or
• The proposal does not fit in with planned structural changes.
9. Consultation Meeting to Consider the Request
Where a request cannot be agreed in full without further information or
discussion, the employee will be invited to a consultation meeting with the Town
Clerk. The employee’s Line Manager may also be asked to attend.
The purpose of this meeting will be to discuss the request, obtain additional
information where needed and fully explore the benefits/impact of the requested
changes. Where there are concerns that the request may not be able to be
granted in full, alternative arrangements can be discussed with a view to
securing some of the benefits of the application.
The employee will be given 5 working days’ notice of the meeting and will have the
right to representation.
A written record will be made of the meeting.
10. Making the Decision
After the meeting, the Town Clerk (or Panel of the HR Committee if in relation to
the Town Clerk) will consider the proposed flexible working arrangements
carefully, weighing up the potential benefits to the employee and to the Council
against any adverse impact of implementing the changes.
The employee will be informed in writing of the decision as soon as is
reasonably practicable after the meeting. The request may be granted in full or
in part: for example, the Council may propose a modified version of the
request, the request may be granted on a temporary basis, or the employee
may be asked to try the flexible working arrangement for a trial period. The
employee will be given the right to appeal the decision if the employee's
request is not upheld or is only upheld in part.
If an application is refused (in whole or in part), the employee will be notified of
Chard Town Council
Version: July 2026 rev 2 – To be reviewed annually
Approved by FC 2026/118

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Chard Town Council
Flexible Working Policy
the reasons why the request cannot be accommodated at this time.
The
grounds on which a request may be refused are set out in the section above
entitled ‘Considering the Request’.
Regardless of whether or not an application is approved, a maximum of two
flexible working requests can be made within any twelve month period. Only
one request for flexible working may be live at any one time.
11. Right of Appeal
An employee has the right of Appeal against the Council’s decision. An Appeal
should be submitted in writing to the Town Clerk who will arrange an Appeal
meeting.
The employee will be given 5 working days’ notice of the meeting and will have the
right to representation.
A written record will be made of the meeting.
Appeals will be heard by the Appeals Committee. Following the meeting the
employee will be notified of the outcome in writing.
12. Review
If a trial period has been agreed, then the Town Clerk and the appropriate
Manager will undertake this review. This is to ensure that the change in work
pattern is working effectively and that there is no adverse impact on either the
work of the Council or the efficient working of the team. If there appears to be a
problem, a further meeting will be set up with the employee to consult them
before a decision is made either to continue, to vary the working pattern further or
to revert to the original working arrangement.
At the end of the review the Town Clerk will confirm in writing whether or not
the change in working pattern will be made permanent. If it may not continue,
notice will be given that the working pattern cannot be accommodated and will
end on a specified date.
All flexible working will be reviewed periodically by management to ensure that
the needs of the Council continue to be met.

Chard Town Council
Version: July 2026 rev 2 – To be reviewed annually
Approved by FC 2026/118

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Chard Town Council
Flexible Working Policy
Employee discusses
their flexible working
request with their
manager

Employee submits a
formal application to
the Town/Parish
Clerk**

The employee
should be given 5
working days’ notice
of the meeting and
will have the right to
representation.

If further information or a discussion is
required, the Town/Parish Clerk holds a
consultation meeting with the
employee

A maximum of two
flexible working
requests can be made
within any twelve
month period. Only
one request for
flexible working may
be live at any one
time.

Request approved

Request not
approved

Request approved
subject to a trial
period

At the end of the
trial period, the
Town/Parish Clerk
concludes whether
the trial period has
been sucessful

The entire process,
including hearing an
appeal must be
completed within 2
months of the written
request being
received.

Town/Parish Clerk
confirms agreement in
writing as soon as
reasonably practicable

No

Yes

Town/Parish Clerk to
consider if there is a
compromise

Town/Parish Clerk
confirms agreement
in writing as soon as
reasonably
practicable

Yes

Town/Parish Clerk
meets with the
employee to discuss
the compromise

No

Town/Parish Clerk
confirms in writing
that the request has
not been approved

Employers can reject an
application for any of
the following reasons:
• Burden of additional
costs;
• Inability to
reorganise work
among other staff;
• Inability to recruit
additional staff;
• Detrimental impact
on quality;
• Detrimental effect
on customer
service;
• Detrimental impact
on performance;
• Insufficient work
available during the
periods the employee
proposes to work; or
• The proposal does
not fit in with planned
structural changes.

Chard Town Council
Version: July 2026 rev 2 – To be reviewed annually
Approved by FC 2026/118

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Chard Town Council
Flexible Working Policy

Compromise
approved
subject to a
trial period

Compromise
approved by
employee

Compromise
not
approved by
employee

At the end of
the trial period,
the
Town/Parish
Clerk
concludes
whether the
trial period has
been sucessful

Town Clerk
confirms
agreement in
writing as
soon as
reasonably
practicable

Town Clerk
confirms in
writing that
the request
has not been
approved

Yes

No

Town Clerk
confirms
agreement in
writing as soon
as reasonably
practicable

Employee appeals

Appeal meeting takes
place**

The employee will be
given 5 working days’
notice of the meeting
and will have the right
to representation. A
written record will be
made of the meeting.

Outcome of appeal
put in writing

**Normally, the Town Clerk will consider flexible working requests and appeals will
be heard by a Panel of the HR Committee.
If the request is being made by the Town Clerk, this should be referred to the HR
Committee, who will set up a panel to consider the request and a separate panel to
consider any appeal.
.

Chard Town Council
Version: July 2026 rev 2 – To be reviewed annually
Approved by FC 2026/118

July 2026 Page 6 of 6