Letter Approving Trial Period of Flexible Working Arrangement

The HR Expert Australia letter approving a trial period of flexible working arrangement template is used to respond to a request for flexible working arrangements under an initial trial period to assess the arrangement first.

Who can request flexible working arrangements?

Employees (other than a casual employee) who have worked with the same employer for at least 12 months can request flexible working arrangements if they:

• are the parent, or have responsibility for the care, of a child who is school aged or younger
• are a carer (under the Carer Recognition Act 2010)
• have a disability
• are 55 or older
• are experiencing family or domestic violence, or
• provide care or support to a member of their household or immediate family who requires care and support because of family or domestic violence.

Why Is a Trial Period Important?

It is not mandatory, however HR Expert Australia suggests an employer and employee trial the proposed flexible working arrangements before any permanent decision is made. A trial period allows both the employer and the employee an opportunity to review how the arrangements work in practice, and whether or not they are likely to create any practical difficulties for the employee’s department or for the business as a whole.

It is suggested the employer notify the employee of its final decision within three months of an employee’s statutory request for flexible working unless the employer and employee agree for a longer time period. Therefore, before embarking on a trial period, the parties should agree to extend the time limit under the flexible working procedure (unless the trial period will be completed within the three-month decision period).

In addition, the employer and employee should document the new working pattern, making clear that it is only a temporary variation to the terms of the employee’s contract. The written agreement should state the start and end date of the trial period (with the employer reserving the right to cut it short or lengthen it as necessary) and the changes that have been agreed. It should record that the employer reserves the right, at the end of the agreed trial period, to require the employee to revert to their previous working arrangement. The document should be signed by both parties.

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