Official form guide
Form responding to a request for flexible working arrangements te: Responding to a request for flexible working arrangements template sts
This form is a template for employers to respond to employee requests for flexible working arrangements. It should be used when an employee makes a formal request to change their working hours, location, or pattern under Australian workplace laws.
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Form Overview
Fair Work Ombudsman Form responding to a request for flexible working arrangements te - Responding to a request for flexible working arrangements template sts
This form is a template for employers to respond to employee requests for flexible working arrangements. It should be used when an employee makes a formal request to change their working hours, location, or pattern under Australian workplace laws.
Risk Radar
Scan points- 1Always respond within 21 days to avoid potential penalties or disputes.
- 2Failing to respond within the 21-day timeframe
- 3Not providing clear reasons for refusal
- 4Inconsistent treatment of similar requests
- 5Not documenting the consideration process properly
Plain English
This template helps employers properly respond when an employee asks to change how or where they work. It gives employers a structured way to consider the request and provide a written response, ensuring both parties understand the outcome.
Submission Date
- Filing date: Employers should respond to flexible working arrangement requests within 21 days of receiving them, as required under Australian workplace legislation.
- 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
- When an employee makes a formal request for flexible working arrangements
- For part-time employees requesting changes to their working hours
- When considering requests for remote work or location changes
- For requests to change working patterns, such as job sharing
- When documenting the employer's response to any flexible work request
Form selector
Use this form or another form?
Employee requesting flexible work
Initiates the formal request process
✓ Ensure employee meets eligibility criteria
Employer approving with changes
Formalizes agreed changes
✓ Check if new terms require additional documentation
Employer refusing request
Provides written record of refusal
✓ Ensure refusal is based on valid business grounds
Dispute about request
Resolves disagreements through formal process
✓ Consider mediation before proceeding
Request for permanent change
Legally binds the new arrangement
✓ Update employment records and payslip details
Deadline or filing window
Employers must respond to flexible working arrangement requests within 21 days of receiving them, unless the employer and employee agree to extend this timeframe.
Before you submit
- 1Confirm the request meets eligibility criteria under workplace legislation
- 2Document all factors considered in the decision-making process
- 3Provide clear reasons if refusing the request
- 4Ensure response is provided within the 21-day timeframe
- 5Keep a copy of the completed template for employment records
- 6Provide a copy to the employee for their records
How to file this form
- 1Receive and date-stamp the employee's flexible working request
- 2Assess the request against business needs and operational requirements
- 3Complete all sections of the response template
- 4Provide written reasons if the request is refused
- 5Deliver the response to the employee within 21 days
- 6File the completed template with employment records
Known limitations
- 1This template is for responding to requests, not for initiating them
- 2It doesn't cover all types of flexible work arrangements (some may require separate forms)
- 3The template doesn't replace the need for legal advice in complex cases
- 4It may not be suitable for requests under enterprise agreements or modern awards
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.
Almost done reviewing the fields?
Fillable formOpen in Editor->This template reflects current workplace legislation regarding flexible working arrangements, which may be subject to periodic review.
What changed or needs a fresh check
- Verify the template aligns with current Fair Work Ombudsman guidelines
- Check that all legislative references are up to date
- Ensure refusal reasons comply with current workplace laws
- Confirm processing times reflect current legislation (21 days)
- Review any recent changes to flexible work eligibility criteria
Quick Facts
Sources
- SRCFair Work Act 2009 (Cth) provisions on flexible working arrangements
- SRCFair Work Ombudsman guidelines for responding to flexible work requests
- SRCCurrent legislative requirements for response timeframes
- SRCEligibility criteria for flexible working requests
- SRCValid business grounds for refusing flexible work requests
- SRCRecent updates to flexible working arrangement legislation
- SRCFair Work Commission processes for disputes about flexible work arrangements
Common confusion points
Confusing the 21-day response timeframe with other workplace notice periods
Not understanding which requests qualify under workplace legislation
Uncertainty about what constitutes valid business reasons for refusal
Misunderstanding the difference between temporary and permanent flexible arrangements
Confusing this form with other workplace agreement forms
Uncertainty about record-keeping requirements for these responses
Not knowing when to involve HR or workplace relations specialists
Source transparency
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