Where the employer is unsure of the viability of an employee's statutory flexible working request, it may agree a trial period to see how the proposed arrangement works in practice before making a decision.
Taking into account the length of the proposed trial period, the employer should consider whether or not to extend the decision period, which requires the employee's agreement.
The employer should consider any other terms that may be relevant to the trial period, for example that it may be ended prematurely or extended at the employer's discretion.
