How to Negotiate Remote Working (With Templates)

What are the laws and regulations around negotiating remote work?

• Under the Flexible Working Act and recent amendments, all employees (not just those with 26 weeks’ service) can now request flexible working, including remote working, from day one of employment.
• The number of requests you can make has increased to two per 12‑month period.
• Employers must decide within two months whether to approve, partly approve, or reject your request.
• Rejections must be backed by one of the statutory business reasons (e.g. burden of additional costs, inability to reorganise work among existing staff, detrimental effect on performance, etc.).
• If you’re disabled and remote work helps remedy a work barrier, it may be considered a reasonable adjustment under the Equality Act 2010.

Here’s a structured process you (and your readers) can follow:

Template for requesting remote / hybrid working at your current role:

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Subject: Request for remote / hybrid working arrangement

Hi [Manager’s name],

I hope you’re well. I’d like to formally request a change in my working pattern to include more remote/hybrid working.

**Current working pattern:**  

[Office days, hours, location]

**Proposed new pattern:**  

[Example: 3 days remote (Mon/Wed/Fri), 2 days in office (Tue/Thu), with core hours 10:00–16:00]

I believe this arrangement can work well for both sides. Here’s how I plan to make it work smoothly:

– I will schedule ‘office days’ to coincide with key meetings or team collaboration  

– I’ll maintain daily check‑ins (video, status update or Slack)  

– I’m open to a 3‑month trial period with regular reviews  

– I’m happy to come into the office when needed (e.g. team workshops or events)  

Benefits I see for [Company / Team]:

– Improved productivity / focus (less commuting)  

– Better work-life balance → greater retention  

– I will maintain visibility, communication, and responsiveness  

If this exact pattern is not possible, I’m open to alternative hybrid or split options. I’d appreciate a meeting to discuss this further and explore what would work for the team.  

Thanks for considering.  

Best regards,  

[Your name, position, department]

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You can adapt this to offer multiple versions or fallback patterns (e.g. 2 remote days + in‑office days).

Template for requesting remote / hybrid working during the job offer negotiation stage: 

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Subject: Flexible working in offer discussion

Hi [Hiring Manager’s name],

Thank you again for offering me the position of [role]. I’m excited about the opportunity and the team.

Before finalising, I wanted to ask about the possibility of including flexible working arrangements (specifically, remote/hybrid work [or alternative hours]). Having that balance would allow me to bring my best to the role.

Is this something that the organisation supports? If so, I’d love to explore a structure that works well for both of us.

Thanks again for your time and consideration.  

Warm regards,  

[Your Name]

When negotiating remote / hybrid working, sometimes salary or compensation is in flux (especially if remote reduces cost for the employer). Here are some pointers:

• Do not assume you should accept a pay cut; your location flexibility is part of your value.
• If the employer proposes reduced pay for full remote, counter with evidence (e.g. remote work costs saved, market benchmarks).
• Ask for other perks if salary is non‑negotiable (e.g. home office stipend, increased leave, training budget, travel reimbursement).
• Express these in your negotiation conversation or emails.
• Use a buffer room: ask slightly above your target so you can settle at your ideal.

If the employer declines your remote working request:

1️⃣ Ask for a written decision and business reason (statutorily required).

2️⃣ Suggest compromises (e.g. fewer remote days, phased approach, alternative schedule)

3️⃣ Request a meeting to revisit in 3-6 months

4️⃣ If relevant, check whether rejecting remote work could lead to indirect discrimination (e.g. if it disproportionally affects parents or disabled employees).

5️⃣ Escalate via HR, trade union, or ADR (depending on workplace culture)

Note: a tribunal recently upheld that an employer was within rights to refuse a full remote request (FCA case). But that decision doesn’t prevent remote requests, it just underscores that refusal needs solid justification.

Once an arrangement is agreed (after trial or negotiation), ensure the following: