Flexible Working

Being physically at a desk from 9-5, 5 days a week seems like ancient history. Whatever your views are on Flexible Working, the 2020’s have shown that different ways of working are not just possible they are essential for many employers.

Flexible working has moved beyond being a perk and should be recognised as a fundamental approach to fostering inclusion, enabling employees to work effectively, and valuing diversity.

Recruitment & Retention

Recent studies have shown that many employers find that offering flexible working opportunities improves the quality and quantity of candidates, not only that, it boosts retention rates too. The conventional workday can limit career opportunities and progression, especially for women, who continue to shoulder the majority of caregiving responsibilities.

There is no doubt that flexible working ranks high on employee wish lists.

Option for Employers

Besides remote working – whether hybrid or fully remote – there are many flexible working options to consider: part time hours, flexi-time, compressed hours, job sharing.

Recognising that flexibility is becoming a business imperative, some organisations are increasingly finding ways to offer it; even in roles where it may not seem immediately possible.

At a recent event organised by Flexibility Works, several employers from different industries gave their accounts of introducing flexible working, not just for office staff but for frontline workers too.

They all spoke of challenges they encountered. There was trial and error but ultimately all were able to introduce levels of flexibility that benefitted staff and which were equally beneficial to the organisation. The key to successful implementation for all these organisations were:

  • Employee engagement and involvement from the outset
  • Determine the types of flexibility that will be valued and that can be considered for the business e.g hybrid, compressed hours, 4 day week
  • Clear and specific goals that are communicated
  • Managers trained to manage output and focus on results
  • Trialing new arrangements
  • Being adaptable
  • Senior staff to lead by example

The Employment Rights Act 2025, will give workers stronger rights to ask for flexible working. From early 2027, employers will need to clearly explain and justify their reasons if they refuse a flexible working request.

Regardless of the legislation, there are clear advantages to consider flexible working options for your organisation. Examples are enhanced reputation and employer brand, improved productivity and performance, better recruitment and retention, employee wellbeing and reduced absence.

If you need support managing flexible working requests or introducing new ways of working across your organisation, our HR experts are here to help. Whether you’re reviewing policies or implementing change, you can contact Gravitate HR to book a free 20-minute consultation with no obligation 20 min call – Gravitate HR