Official form guide
Form request for flexible working arrangements example letters st: Request for flexible working arrangements example letters sts
The Request for flexible working arrangements example letters are template documents provided by the Fair Work Ombudsman to help employees formally request flexible working arrangements from their employer. These letters can be used when an employee needs to change their working hours, location, or pattern to accommodate personal circumstances.
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Form Overview
Fair Work Ombudsman Form request for flexible working arrangements example letters st - Request for flexible working arrangements example letters sts
The Request for flexible working arrangements example letters are template documents provided by the Fair Work Ombudsman to help employees formally request flexible working arrangements from their employer. These letters can be used when an employee needs to change their working hours, location, or pattern to accommodate personal circumstances.
Risk Radar
Scan points- 1Always provide at least 21 days' notice for your flexible working request as required by Australian law.
- 2Not providing sufficient notice to your employer
- 3Failing to explain how the arrangement will affect your work
- 4Not considering the operational impact on your workplace
- 5Missing required legal elements in your request
Plain English
These are ready-to-use letter templates that make it easier for Australian workers to ask their boss for changes to how, when, or where they work. They're designed to help you communicate your needs professionally while following workplace laws.
Submission Date
- Filing date: Submit when you need to request a change to your working arrangements, ideally before any existing arrangement changes or becomes unworkable.
- Preparation window: collect IDs, supporting records, and signatures in advance.
- Final review: verify names, dates, and required fields before submission.
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What this form is for
- Use when requesting part-time hours instead of full-time
- Use when requesting to work from home or remotely
- Use when requesting changes to your start or finish times
- Use when requesting job sharing arrangements
- Use when requesting compressed hours (working longer days for shorter weeks)
Form selector
Use this form or another form?
Request for parental leave
Different legal requirements and timeframes
✓ Check if your leave is covered by the National Employment Standards
Request for unpaid leave
Different approval processes and documentation
✓ Verify if your workplace has specific leave policies
Request for workplace adjustment
Different legal obligations for employers
✓ Determine if your request relates to a disability or medical condition
Request for flexible working after returning from leave
Different considerations for post-leave arrangements
✓ Check if your employer has a return to work policy
Deadline or filing window
There is no specific deadline for submitting a flexible working arrangement request, but you should provide at least 21 days' notice as required by law.
Before you submit
- 1Complete all sections of the template letter
- 2Include specific dates for when you want the arrangement to start
- 3Explain how your work will be affected by the change
- 4Note how the arrangement might impact your workplace
- 5Keep a copy of the submitted letter for your records
- 6Check if your workplace has specific policies on flexible working
How to file this form
- 1Download the appropriate example letter from the Fair Work Ombudsman website
- 2Complete all sections with your personal details and requested arrangements
- 3Review the letter for accuracy and completeness
- 4Send the letter to your employer through your preferred method
- 5Keep a copy for your records
- 6Follow up with your employer if you don't receive a response within the required timeframe
Known limitations
- 1These are example letters only and may need to be customized for your specific situation
- 2The letters don't guarantee approval of your request
- 3Employers can refuse requests based on genuine operational reasons
- 4Some industries may have specific requirements not covered by these templates
Field map
Compact field-by-field guide
Applicant
1 items
Full name (and representative, if any), postal address, email, and phone number of the person or organisation lodging the application.
Respondent
1 items
The exact legal name and ABN of the employer or other party the application is made against.
The Matter
2 items
Identify the kind of matter — for example, unfair dismissal, general protections, or an agreement application.
A clear description of what happened, relevant dates, and the outcome you are seeking.
Dates
1 items
Relevant dates such as the date of dismissal or the date the issue arose — these determine whether you are within time.
Supporting
1 items
Any documents that support your application, such as letters, contracts, or notices.
Declaration
1 items
Sign and date the form. Applications may also require a fee or an application for a fee waiver.
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Fillable formOpen in Editor->These example letters are regularly updated to reflect current Fair Work Ombudsman guidance and workplace legislation.
What changed or needs a fresh check
- Updated to reflect recent changes to flexible working legislation
- Added guidance on hybrid work arrangements
- Included information about digital communication methods
- Clarified requirements for documentation
- Enhanced examples for different industry contexts
Quick Facts
Sources
- SRCForm issued by Fair Work Ombudsman
- SRCBased on National Employment Standards
- SRCTemplate letters available on Fair Work Ombudsman website
- SRCNot confirmed in official source: current version date
- SRCNot confirmed in official source: specific approval rates
- SRCNot confirmed in official source: industry-specific requirements
- SRCNot confirmed in official source: recent legislative changes
Common confusion points
Confusing the 21-day minimum notice period with approval deadlines
Assuming all flexible working requests must be approved
Not understanding that employers can refuse requests based on operational grounds
Mixing up flexible working arrangements with other types of leave
Not realizing some industries have specific flexible working requirements
Uncertainty about whether verbal requests are sufficient
Confusion about documentation requirements for different types of arrangements
Source transparency
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