Asking your employer for a hybrid working setup can feel daunting – especially if your company doesn’t already have a formal policy in place. But with more UK professionals embracing a flexible lifestyle, now is the perfect time to explore the benefits of hybrid working and how to ask for it with confidence and clarity.
Whether you’re dreaming of a few days working from home or setting up your laptop in a peaceful cottage in Cornwall, this guide walks you through how to ask for hybrid working in a way that feels professional, positive, and proactive.
What is a hybrid working setup?
Hybrid working typically means splitting your time between working remotely (often from home or another location) and attending the office in person. It’s designed to offer flexibility, improve work-life balance, and often leads to increased productivity and wellbeing, especially when managed thoughtfully.
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In the UK, hybrid work has become increasingly common post-pandemic, and many employees are now negotiating flexible arrangements that better suit their lifestyle, mental health, and productivity needs.
1. Understand your employer’s current policy
Before making your request, research your company’s existing stance on flexible working. Do they already offer hybrid work? Is there a remote work policy tucked away in your intranet?
Check:
- HR policies or internal documents
- Whether colleagues are already working hybrid
- Your employment contract or recent updates
If hybrid working isn’t formally offered, don’t worry. You still have the right to request flexible working under UK employment law from day one of employment.
2. Build a strong business case
When you’re asking to work in a hybrid way, it’s important to show how the arrangement will benefit both you and the company.
Consider including the following in your proposal:
- How hybrid work will boost your productivity
(e.g. fewer distractions, better focus at home) - How you’ll maintain communication and collaboration
(e.g. regular video calls, clear reporting structures) - How you’ll remain accountable and visible
(e.g. daily check-ins or shared progress tools) - Any personal reasons that support your case
(e.g. mental wellbeing, caregiving responsibilities)
3. Time your request well
Choose a time when your manager isn’t overwhelmed – ideally during a 1:1, annual review, or after a successful project delivery. Timing matters, and aligning your request with a moment of goodwill can strengthen your case.
4. Put it in writing
Even if you start the conversation verbally, follow up with a clear, professional email outlining:
- Your proposed hybrid schedule (e.g. 3 days home, 2 days in-office)
- How you plan to maintain performance and communication
- A willingness to trial the setup and review after a period (e.g. 3 months)
5. Be open to compromise
Not every employer will say yes right away, and some may have concerns. Be prepared to:
- Suggest a trial period
- Start with one remote day a week and scale up
- Offer flexibility around core office days
Demonstrating that you’re open and adaptable can help turn a “maybe” into a “yes.”
6. Know your rights
Under UK law, you’re entitled to request flexible working and your employer must consider it reasonably. If your request is declined, they must provide a valid business reason. It’s always worth revisiting the topic later if circumstances change.
Asking for a hybrid working arrangement doesn’t have to be nerve-wracking. With the right preparation, timing, and tone, you can present a compelling case that benefits both your wellbeing and your company’s goals.
The Hattie 