Hi, i would never ask for the reasons that someone was making a flexible working request, because the organisation can only refuse the decision based on one of the following reasons

- extra costs that will damage the business
- the work cannot be reorganised among other staff
- people cannot be recruited to do the work
- flexible working will affect quality and performance
- the business will not be able to meet customer demand
- there’s a lack of work to do during the proposed working times
- the business is planning changes to the workforce

Asking for the reason suggests that the organisation is basing its decision making on how 'worthy' it perceives the request and that is a dangerous route to go down. Whether they are making the request for caring responsibilities, or to spend long weekends in the South of France, you can only refuse if it can't be accommodated due to the reasons above.

Precisely as Teresa says.

You judge whether or not to agree based on the needs of the business, not the needs of the individual. Of course, if you *do* know the reason and it relates to disability or similar, then it might fall into the category of a potential reasonable adjustment at which point you should consider that too. But reasonable adjustments do, by definition, have to be reasonable.

If someone doesn't want to tell you a reason, you have no right to know and shouldn't press to find out.

In reply to Robey:

I mostly agree with Robey and Teresa.
Just one note of caution, they might be doing it because of a breakdown in childcare etc. so the issue needs to be addressed obliquely in relation to their ability to work undisturbed.

Thanks all - that's really helpful thank you!