Last updated: 16 October 2026
Can I ask for child-friendly working hours?
Yes. Since 6 April 2024, every employee has the right to request flexible working from their first day in a job. You can ask for reduced hours, different start and finish times, compressed hours, term-time working, job sharing or working from home. Your employer must consider the request reasonably and give a decision within two months.
How to make a request
- Put the request in writing, saying it is a statutory flexible working request.
2. Explain the change you want and when you would like it to start.
3. You no longer have to explain how the change will affect the business, though doing so often helps.
4. You can make two requests in any 12-month period.
What your employer must do
| Step | Rule |
| Consult | The employer must discuss the request with you before refusing it |
| Decide | Within two months of the request, including any appeal, unless you agree an extension |
| Reasons | A refusal must be based on one of eight business reasons |
The eight business reasons for refusing
- Extra costs that would be a burden
- Inability to reorganise work among existing staff
- Inability to recruit extra staff
- Detrimental effect on quality
- Detrimental effect on performance
- Detrimental effect on meeting customer demand
- Not enough work during the hours you want
- Planned structural changes
Pay and tax effects of reduced hours
If you cut your hours, your pay falls, and so does your income tax and National Insurance. Your personal allowance of £12,570 stays the same. Statutory payments such as maternity pay depend on average earnings in a set period, so the timing of a change can matter if you are planning another child.
Universal Credit and childcare
Tax credits have ended and been replaced by Universal Credit. If your household income falls, you may be entitled to Universal Credit or a higher award. Working parents on Universal Credit can claim back up to 85% of childcare costs. Tax-Free Childcare, worth up to £2,000 a year per child, needs each parent to earn at least the equivalent of 16 hours a week at the minimum wage, and less than £100,000 adjusted net income.
Example
Laura works five days a week on £36,000. She asks to work four days, school hours, from September. Her employer consults her and agrees a trial. Her salary drops to £28,800. Her income tax and NIC fall by about £2,000 a year, and with her partner’s income they now qualify for some Universal Credit, including help with childcare.
Tips for employers
Keep a written record of each request, the meeting and the decision. Offering a trial period is a good way to test an arrangement. Remember that a refusal can also raise discrimination issues, for example if it disproportionately affects women with childcare responsibilities.
Frequently asked questions
Can my employer refuse because others might ask too?
Not on its own. Each request must be judged on its merits.
Is the change permanent?
Usually yes, unless agreed as a trial or temporary change.
Can I take my employer to a tribunal?
Yes, if it fails to follow the process or bases a refusal on incorrect facts.
Does flexible working affect my pension?
Lower pay means lower contributions, which may reduce your pension.
Related: childcare scheme relief, free childcare after maternity leave and new employment rights.
Talk to Accotax
Want this handled for you? Our team at Accotax can help with HR, payroll and family-friendly working. See our payroll services service, or contact us for a free, no-obligation quote.
This page is general guidance based on HMRC rules for the 2026/27 tax year, checked against gov.uk on 16 October 2026. It is not personal advice, so speak to an accountant about your own situation.
