Flexible working arrangements policy template
A free, ready-to-edit flexible work policy template for Australian workplaces. Set out who can request flexible arrangements, how to submit a request, and how you'll respond within 21 days — aligned with the Fair Work Act and the National Employment Standards. No signup required.
Flexible work policy
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By downloading, you agree to our template disclaimer
This flexible work policy template reflects the Fair Work Act and the National Employment Standards at the time of publication and is provided as a general guide to adapt for your business, award or enterprise agreement. It does not constitute legal, HR, or professional advice and should not be relied on as a substitute for advice specific to your business, workforce, or circumstances.
Why your workplace needs a flexible work policy
The right to request flexible working arrangements is one of the National Employment Standards. Eligible employees — including those with caring responsibilities, a disability, who are 55 or older, pregnant, or experiencing family and domestic violence — can ask to change when, where or how they work. A clear policy turns that legal right into a fair, repeatable process everyone understands.
Without one, you risk inconsistent decisions, strained employee relations and disputes that can end up at the Fair Work Commission. A documented policy sets out who can request a change, what information to include, and how you’ll respond — in writing, within 21 days, and only refuse on reasonable business grounds. It also signals that you support work-life balance while protecting operational needs.
The policy works alongside your annual leave policy and the rest of your HR policy framework. Store it and capture employee acknowledgements in your HR software so you can show every worker has read and understood it.
What a flexible work policy should cover
The essentials of a fair, Fair Work-aligned framework
Types of arrangements
Remote and hybrid work, staggered or compressed hours, part-time and job sharing.
Eligibility to request
Who has the right to request under the Fair Work Act and your company's tenure rules.
Request procedure
How employees submit a written request and what information it must include.
Employer response
Your duty to discuss the request and respond in writing within 21 days.
Reasonable business grounds
The limited grounds on which a request can fairly be refused.
Trial & review
Testing arrangements, formalising them and reviewing how they're working.
What's included in this template
A complete framework for handling flexible work requests
Purpose & scope
Why the policy exists and which workers it applies to.
Policy statement
The organisation's commitment to supporting flexible work.
Types of flexible arrangements
Remote work, adjusted hours, compressed weeks, part-time and job sharing.
Eligibility to request
The Fair Work right to request plus any company eligibility.
Making a request
How to submit a written request and what details to include.
Employer response
Discussion requirements and the 21-day timeframe for responding.
Reasonable business grounds
Valid reasons for refusing a request under the Fair Work Act.
Trial arrangements
Testing new arrangements before making them ongoing.
Ongoing arrangements
Formalising, documenting and managing approved arrangements.
Review & acknowledgement
How arrangements are reviewed, varied or ended, and employee sign-off.
Handling a flexible work request
The Fair Work request and response process, step by step
It's an NES right to request
Under the National Employment Standards, employees with at least 12 months’ service (including long-term regular casuals) can request flexible arrangements if they are pregnant, a parent or carer of a school-aged or younger child, a carer, have a disability, are 55 or older, or are experiencing — or supporting a household member experiencing — family and domestic violence.
You must respond within 21 days
You must discuss the request with the employee and give a written response within 21 days. A request can only be refused on reasonable business grounds after genuinely trying to reach agreement — and a refusal must explain the grounds and the changes you could accommodate. Unresolved disputes can be taken to the Fair Work Commission.
The request and response process
Written request
The employee sets out the change wanted and the reasons for it, in writing.
Discuss in good faith
Manager and employee talk through options and any adjustments.
Trial if needed
Test the arrangement for an agreed period before confirming it.
Respond in writing
Approve, agree changes, or refuse on reasonable business grounds within 21 days.
Reasonable business grounds can include excessive cost, an inability to reorganise work among existing staff, an inability to recruit a replacement, or a significant loss of efficiency or productivity. Document the decision and reasons either way.
Once an arrangement is approved, record it clearly and review it on a set date so it keeps working for both sides. Pair the policy with leave management software and connected rostering so adjusted hours and patterns flow straight through to schedules and pay. For the legal detail, the Fair Work Ombudsman publishes guidance and a request template employees can use.
Who should use this template?
Essential for any modern Australian employer fielding flexible work requests
Particularly useful for managers, who are usually the first point of contact for a flexible work request and must respond consistently.
Compliance resources
Official guidance on flexible working arrangements under the Fair Work Act.
Manage flexible work the easy way
RosterElf helps Australian businesses store policies, capture acknowledgements, manage leave and roster adjusted hours and patterns — all in one place.
Related guides
Handle requests and the wider rules with confidence
Related templates
Build a complete leave and attendance framework
Flexible work policy FAQ
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A flexible working arrangements policy is a formal guideline that lets an employer and employee adjust when, where or how work is done to suit the employee’s needs while still meeting business goals. It sets out who is eligible to request a change, how to apply, the criteria used to assess the request, and the types of arrangements available — such as remote or hybrid work, staggered or compressed hours, part-time work and job sharing.
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Yes. This template gives you a solid foundation aligned with the National Employment Standards, but you should tailor it to your workplace, any applicable modern award or enterprise agreement, and any company-specific eligibility or process. Store it and capture acknowledgements in your HR software.
Before you download
General information only — not legal advice
This document is a general HR template provided for informational purposes only. It is not legal advice and may not reflect the latest changes in legislation or apply to every workplace situation. RosterElf Pty Ltd and the template provider accept no liability for any loss arising from reliance on this document. Users should seek independent legal advice and customise the template to ensure it complies with all relevant laws, awards and workplace requirements.