---
title: "Prepare the written response to a flexible working request"
url: "https://ailawframework.com/practice/employment-and-workplace-relations/prepare-the-written-response-to-a-flexible-working-request"
type: "task"
site: "AI Law Framework"
id: "A14-KE20261022-2"
practice_area: "Employment & Workplace Relations (incl. WHS)"
tier: "yellow"
lawyer_review: "required"
last_reviewed: "2026-10-22"
---

# Prepare the written response to a flexible working request

> From the request and the employment record, list the date the request was received, the change asked for, the reason given, the start date, whether the employee is full-time, part-time or casual, and any discussion…

Canonical page: https://ailawframework.com/practice/employment-and-workplace-relations/prepare-the-written-response-to-a-flexible-working-request  
Last reviewed: 2026-10-22

Site index for agents: https://ailawframework.com/llms.txt

## Key facts

| Fact | Value |
| --- | --- |
| Practice area | [Employment & Workplace Relations (incl. WHS)](https://ailawframework.com/practice/employment-and-workplace-relations.md) |
| Human involvement | Yellow: Lawyer and AI draft together |
| How AI is used | From the request and the employment record, list the date the request was received, the change asked for, the reason given, the start date, whether the employee is full-time, part-time or casual, and any discussion notes. Calculate the date 21 days after receipt. Do not write the response. |
| What the lawyer must review | Decide whether the employee can make the request, whether there were reasonable business grounds, whether the request was discussed and an agreement genuinely attempted, and the consequences of refusal. Settle the written response: approval, refusal, or the different arrangement that was agreed. |
| Written for / versions | 1 jurisdiction versions below |

## Checking plan

**Source-by-source verification**

Tie the response to the request date and do not send a refusal that skips the discussion.

- What the AI does: From the request and the employment record, list the date the request was received, the change asked for, the reason given, the start date, whether the employee is full-time, part-time or casual, and any discussion notes. Calculate the date 21 days after receipt. Do not write the response.
- What the lawyer does: Decide whether the employee can make the request, whether there were reasonable business grounds, whether the request was discussed and an agreement genuinely attempted, and the consequences of refusal. Settle the written response: approval, refusal, or the different arrangement that was agreed.
- Who reviews: Responsible lawyer with competence in the matter
- Basis: Practical workflow informed by the linked primary sources; the traffic light and working checks are editorial guidance, not a scheme classification.
- Why: The level reflects what the work is, the consequence of an error, and how much of the output the lawyer must independently re-derive.

## Checks the lawyer makes

1. Take the 21 days from the date the request was received.
2. Match the employee's service and the reason on the request to the criteria on the current page.
3. Confirm a refusal records the discussion, the grounds and how they apply, any other change or that there is none, and Commission help.
4. Do not treat the national response as enough where a state or territory law gives a better entitlement, until that law has been read.

## Notes

- These are suggested working checks. Confirm the required checking with the responsible lawyer before work starts; the checking approach does not establish permission to use AI.

## Sources

- [Fair Work Ombudsman: Flexible working arrangements](https://www.fairwork.gov.au/employment-conditions/flexibility-in-the-workplace/flexible-working-arrangements) (checked 2026-10-22)

## Jurisdiction versions

| Jurisdiction | Level |
| --- | --- |
| [United States](https://ailawframework.com/practice/employment-and-workplace-relations/prepare-the-written-response-to-a-flexible-working-request/united-states.md) | Yellow |

*Practice guidance for planning and review. Confirm current primary sources and the requirements of the actual matter. This is general information, not legal advice.*