Flexible Working
Flexible Working
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What is Flexible Working? (+ Savings Calculator)
What is Flexible Working? (+ Savings Calculator)
Understanding Flexible Working
Flexible working includes a variety of flexible work arrangements and flexible working patterns designed to accommodate different employee needs through customized approaches to when, where, and how their work is done. These arrangements typically change traditional working patterns by adjusting hours, start and finish time, locations, or scheduling frameworks for both full-time employees and part-time workers.
For most companies, flexible working is a significant departure from conventional employment models. In the UK, employees have statutory rights to make a flexible working request, with employers needing to consider these requests through established procedures. The demand for flexibility has grown exponentially, with flexible arrangements offering substantial benefits for employees including improved work-life balance and better accommodation of family responsibilities and caring responsibilities.
The Flexible Working Request Process
Employees can submit either a formal flexible working request or an informal request if they want to modify their hours, schedules, or work locations. While informal requests may be appropriate in some cases, statutory requests initiate a formal consideration process that employers must follow, providing greater protection for employees.
Prior to the pandemic, flexible working requests were relatively uncommon. However, recent data indicates approximately 1 in 4 workers now plan to work fully remotely in the near future, reflecting a huge shift in workplace expectations and growing demand for flexibility in both traditional companies and forward-looking companies alike. However, companies are now often moving back towards full-time in office in certain sectors and industries.
Evolving UK Regulations
Recent law developments have significantly expanded flexible working rights in the UK. A newly enacted bill, amended the Employment Rights Act of 1996 to enhance flexible working provisions.
Key changes included:
Mandatory consultation requirement: Employers must now consult with employees before rejecting flexible working requests
Increased request frequency: Employees can now make two statutory requests within a 12-month period (previously limited to one)
Accelerated response timeline: The employer's decision timeframes reduced from three months to two months
Simplified request process: Removal of requirements for employees to explain potential impacts on the employer
Perhaps most significantly, the "day one right" provision now gives employees the right to request flexible working arrangements immediately upon starting employment, rather than waiting 26 weeks. This change will impact an estimated 2.2 million workers across the UK, including those in Northern Ireland, giving more people access to flexible working practices.
Recent law developments have significantly expanded flexible working rights in the UK. A newly enacted bill, amended the Employment Rights Act of 1996 to enhance flexible working provisions.
Key changes included:
Mandatory consultation requirement: Employers must now consult with employees before rejecting flexible working requests
Increased request frequency: Employees can now make two statutory requests within a 12-month period (previously limited to one)
Accelerated response timeline: The employer's decision timeframes reduced from three months to two months
Simplified request process: Removal of requirements for employees to explain potential impacts on the employer
Perhaps most significantly, the "day one right" provision now gives employees the right to request flexible working arrangements immediately upon starting employment, rather than waiting 26 weeks. This change will impact an estimated 2.2 million workers across the UK, including those in Northern Ireland, giving more people access to flexible working practices.
Types of Flexible Working Arrangements
Organizations can put in place various flexible working approaches based on their operational needs and the range of employee needs:
Part-Time Work
Part-time hours involve working fewer than the standard full-time hours. This arrangement is particularly beneficial for employees with family or parenting responsibilities, or other personal commitments. Part-time employees and part-time workers maintain the same rights as full-time employees on a pro-rata basis.
Job Sharing
Job sharing allows two part-time employees to split a single full-time position, dividing responsibilities, hours, and sometimes compensation. This arrangement can be particularly beneficial for those who cannot commit to full-time hours but want to maintain career progression. Job sharing requires complementary talents and good communication between the job share partners.
Flexitime
This arrangement allows employees to vary their start and finish time while working certain "core hours" when all staff must be present. Some flexitime systems also allow employees to accumulate "credit hours" which can be taken as additional leave, providing schedule flexibility within structured parameters.
Compressed Hours
Compressed hours allow employees to work their full-time hours but compressed into fewer working days – for example, working a 40-hour week over four days instead of five, giving an extra day off each week. This provides a powerful tool for work-life balance without reducing overall working time.
Remote Working
Increasingly popular, especially post-pandemic, remote working gives employees the right to work from locations other than the physical workplace, whether that's home, a coworking space, or private space elsewhere. Many organizations now employ remote workers as part of their standard workforce, using tech to maintain productivity and collaboration.
Hybrid Model
A hybrid model combines office-based and remote working, with employees splitting their time between different locations. This flexible schedule gives benefits to employees while maintaining some in-person collaboration, and has become one of the most popular flexible working patterns in the post-pandemic era.
Organizations can put in place various flexible working approaches based on their operational needs and the range of employee needs:
Part-Time Work
Part-time hours involve working fewer than the standard full-time hours. This arrangement is particularly beneficial for employees with family or parenting responsibilities, or other personal commitments. Part-time employees and part-time workers maintain the same rights as full-time employees on a pro-rata basis.
Job Sharing
Job sharing allows two part-time employees to split a single full-time position, dividing responsibilities, hours, and sometimes compensation. This arrangement can be particularly beneficial for those who cannot commit to full-time hours but want to maintain career progression. Job sharing requires complementary talents and good communication between the job share partners.
Flexitime
This arrangement allows employees to vary their start and finish time while working certain "core hours" when all staff must be present. Some flexitime systems also allow employees to accumulate "credit hours" which can be taken as additional leave, providing schedule flexibility within structured parameters.
Compressed Hours
Compressed hours allow employees to work their full-time hours but compressed into fewer working days – for example, working a 40-hour week over four days instead of five, giving an extra day off each week. This provides a powerful tool for work-life balance without reducing overall working time.
Remote Working
Increasingly popular, especially post-pandemic, remote working gives employees the right to work from locations other than the physical workplace, whether that's home, a coworking space, or private space elsewhere. Many organizations now employ remote workers as part of their standard workforce, using tech to maintain productivity and collaboration.
Hybrid Model
A hybrid model combines office-based and remote working, with employees splitting their time between different locations. This flexible schedule gives benefits to employees while maintaining some in-person collaboration, and has become one of the most popular flexible working patterns in the post-pandemic era.
Strategic Benefits for Organizations
Alternative work patterns have gained a lot of traction globally. Across Europe, between 50 and 90 percent of employees now have access to flexible working options. In the United States, nearly 30 percent of employed individuals can work at least partially from home, with this percentage continuing to increase.
Research consistently demonstrates multiple advantages for organizations implementing flexible working:
Benefits for Employees:
Improved work-life balance allowing for better management of personal lives
Reduced commuting time and associated costs
Better accommodation of family responsibilities and caring responsibilities
Increased job satisfaction and mental health benefits
Greater autonomy over working patterns
Employer Benefits:
Expanded talent access: Geographic restrictions no longer limit recruitment, allowing organizations to access a wider pool of talent including disabled people who may benefit from flexible arrangements
Cost efficiencies: Reduced office space requirements and associated utilities can significantly decrease overhead expenses for companies
Competitive edge: Organizations offering flexible work arrangements often attract higher quality candidates as it seen as a significant benefit.
Business performance improvements: Companies typically experience improved employee well-being, increased job satisfaction, reduced absenteeism, and lower turnover rates.
Positive impact on productivity: Many organizations report productivity gains when implementing flexible working arrangements
Flexible working arrangements can also be a powerful tool for diversity, making work accessible to disabled employees, left-handed people working with right-handed tools, deaf employees, sensory-sensitive employees, and frontline service workers who might otherwise struggle with traditional work patterns.
Alternative work patterns have gained a lot of traction globally. Across Europe, between 50 and 90 percent of employees now have access to flexible working options. In the United States, nearly 30 percent of employed individuals can work at least partially from home, with this percentage continuing to increase.
Research consistently demonstrates multiple advantages for organizations implementing flexible working:
Benefits for Employees:
Improved work-life balance allowing for better management of personal lives
Reduced commuting time and associated costs
Better accommodation of family responsibilities and caring responsibilities
Increased job satisfaction and mental health benefits
Greater autonomy over working patterns
Employer Benefits:
Expanded talent access: Geographic restrictions no longer limit recruitment, allowing organizations to access a wider pool of talent including disabled people who may benefit from flexible arrangements
Cost efficiencies: Reduced office space requirements and associated utilities can significantly decrease overhead expenses for companies
Competitive edge: Organizations offering flexible work arrangements often attract higher quality candidates as it seen as a significant benefit.
Business performance improvements: Companies typically experience improved employee well-being, increased job satisfaction, reduced absenteeism, and lower turnover rates.
Positive impact on productivity: Many organizations report productivity gains when implementing flexible working arrangements
Flexible working arrangements can also be a powerful tool for diversity, making work accessible to disabled employees, left-handed people working with right-handed tools, deaf employees, sensory-sensitive employees, and frontline service workers who might otherwise struggle with traditional work patterns.
Create a better place of work today
Create a better place of work today
Simplify your people workflows and bring value to everyone in the organisation. Try Humaans today.
Simplify your people workflows and bring value to everyone in the organisation. Try Humaans today.
Potential Implementation Challenges
While flexible work arrangements offer substantial potential benefits, they also create some potential implementation challenges. The primary concern for many organizations involves developing administrative frameworks to effectively manage flexibility at scale.
HR departments often struggle with:
Processing and evaluating flexible working requests
Ensuring consistent application of the flexible working policy
Maintaining productivity of workers across distributed teams
Tracking and measuring performance in flexible environments
Managing a trial period for new arrangements
Addressing potential detrimental impact on business continuity
The fundamental challenge isn't whether flexible arrangements benefit companies, but rather how to implement them efficiently to benefit yours. Modern HR systems can provide the technological infrastructure needed to manage these arrangements effectively.
If an employer's decision is to refuse a flexible working request, they must have sound business reasons, as employees can challenge rejections at an employment tribunal if they believe the decision was unfair or discriminatory.
While flexible work arrangements offer substantial potential benefits, they also create some potential implementation challenges. The primary concern for many organizations involves developing administrative frameworks to effectively manage flexibility at scale.
HR departments often struggle with:
Processing and evaluating flexible working requests
Ensuring consistent application of the flexible working policy
Maintaining productivity of workers across distributed teams
Tracking and measuring performance in flexible environments
Managing a trial period for new arrangements
Addressing potential detrimental impact on business continuity
The fundamental challenge isn't whether flexible arrangements benefit companies, but rather how to implement them efficiently to benefit yours. Modern HR systems can provide the technological infrastructure needed to manage these arrangements effectively.
If an employer's decision is to refuse a flexible working request, they must have sound business reasons, as employees can challenge rejections at an employment tribunal if they believe the decision was unfair or discriminatory.
Developing Effective Flexibility Policies
HR plays a key role in establishing frameworks that make flexible working successful for all stakeholders. Creating a comprehensive flexible working policy requires a structured approach:
1. Conduct Organizational Assessment
Begin with a thorough evaluation of your current state and employee preferences:
Deploy employee pulse surveys with targeted questions about flexibility preferences
Ask specific questions about desired office frequency, location preferences, and scheduling options
Gather data on interest in compressed schedules, part-time hours, or other flexible arrangements
Assess demand on managers and their readiness for overseeing flexible teams
This initial assessment will give you crucial insights into employee participation expectations and helps identify potential impact on productivity before the implementation.
2. Establish Clear Policies
Develop comprehensive guidelines that provide clarity for all stakeholders:
Clearly define eligibility criteria for different flexible arrangements
Establish transparent request and approval processes for both formal and informal requests
Document how performance will be measured in flexible environments
Ensure compliance with employment contract requirements
Create frameworks for evaluating the business impact of flexibility requests
Well-documented flexible working practices help ensure consistency and fairness while providing necessary structure for both employees and managers.
3. Prepare Leadership Teams
Manager readiness significantly impacts flexible working success. Provide targeted training on:
Effective oversight of remote and hybrid teams
Managing performance based on outcomes rather than presence
Facilitating collaboration across distributed teams
Maintaining team cohesion with varied working patterns
Addressing potential challenges like communication gaps
Investing in leadership by managers ensures that flexible arrangements deliver their intended benefits without compromising team effectiveness. Managing in person and remote are very different and require different approaches.
4. Implement Tracking Systems
Technology plays a crucial role in managing flexible arrangements at scale:
Deploy self-service tools for tracking flexible schedules
Establish clear visibility into working patterns across teams
Enable accurate HR reporting to measure program effectiveness
Ensure compliance with working time regulations
Maintain transparency around flexibility utilization
Effective tracking systems support both accountability and fairness while providing data needed for continuous improvement.
5. Optimize Communication Infrastructure
Successful flexibility needs robust communication frameworks:
Ensure all team members have access to appropriate collaboration platforms
Establish clear protocols for different communication channels
Create structured check-in rhythms for teams and individuals
Document expectations around availability and response times
Implement regular touch points to maintain connection between social employees and remote workers
Well-designed communication practices help prevent isolation and ensure that flexible arrangements don't compromise information flow.
6. Promote Awareness and Adoption
Finally, HR should actively promote the benefits of the working flexibility:
Educate employees about their rights regarding flexibility requests
Showcase flexible working policy options as part of your employer branding
Highlight successful implementation examples within the organization
Incorporate flexibility discussions into recruitment and onboarding
Regularly evaluate and communicate program effectiveness
Active promotion helps maximize adoption while positioning the organization as responsive to evolving workforce expectations and giving you a competitive edge in recruitment.
The Impact on Mental Health and Wellbeing
Flexible working arrangements can significantly improve employee well-being and mental health by:
Reducing commuting stress and grueling hours
Allowing better management of personal lives and life commitments
Providing more control over working patterns
Enabling improved work-life balance
Accommodating individual productivity patterns
Supporting health promotion initiatives
Organizations that implement thoughtful flexible working policies often see reductions in stress-related absences and improvements in the mental health of stressed-out workers.
Assessing Organizational Readiness
Determining whether flexible working is right for your organization requires honest assessment of your company needs and current infrastructure. While flexibility offers substantial benefits, successful implementation depends on having appropriate systems to effectively manage a distributed workforce.
Humaans provides an HRIS platform designed to simplify people operations across the entire employee lifecycle. Our solution helps organizations onboard, manage, develop, and compensate employees more efficiently, regardless of where and when they work, all while tracking where they are through automated workflows.
Learn more about how Humaans can support your flexible working initiatives. We work with hundreds of globally distributed teams applying flexible work schedules and arrangements with outstanding results for both employee success and business performance.
HR plays a key role in establishing frameworks that make flexible working successful for all stakeholders. Creating a comprehensive flexible working policy requires a structured approach:
1. Conduct Organizational Assessment
Begin with a thorough evaluation of your current state and employee preferences:
Deploy employee pulse surveys with targeted questions about flexibility preferences
Ask specific questions about desired office frequency, location preferences, and scheduling options
Gather data on interest in compressed schedules, part-time hours, or other flexible arrangements
Assess demand on managers and their readiness for overseeing flexible teams
This initial assessment will give you crucial insights into employee participation expectations and helps identify potential impact on productivity before the implementation.
2. Establish Clear Policies
Develop comprehensive guidelines that provide clarity for all stakeholders:
Clearly define eligibility criteria for different flexible arrangements
Establish transparent request and approval processes for both formal and informal requests
Document how performance will be measured in flexible environments
Ensure compliance with employment contract requirements
Create frameworks for evaluating the business impact of flexibility requests
Well-documented flexible working practices help ensure consistency and fairness while providing necessary structure for both employees and managers.
3. Prepare Leadership Teams
Manager readiness significantly impacts flexible working success. Provide targeted training on:
Effective oversight of remote and hybrid teams
Managing performance based on outcomes rather than presence
Facilitating collaboration across distributed teams
Maintaining team cohesion with varied working patterns
Addressing potential challenges like communication gaps
Investing in leadership by managers ensures that flexible arrangements deliver their intended benefits without compromising team effectiveness. Managing in person and remote are very different and require different approaches.
4. Implement Tracking Systems
Technology plays a crucial role in managing flexible arrangements at scale:
Deploy self-service tools for tracking flexible schedules
Establish clear visibility into working patterns across teams
Enable accurate HR reporting to measure program effectiveness
Ensure compliance with working time regulations
Maintain transparency around flexibility utilization
Effective tracking systems support both accountability and fairness while providing data needed for continuous improvement.
5. Optimize Communication Infrastructure
Successful flexibility needs robust communication frameworks:
Ensure all team members have access to appropriate collaboration platforms
Establish clear protocols for different communication channels
Create structured check-in rhythms for teams and individuals
Document expectations around availability and response times
Implement regular touch points to maintain connection between social employees and remote workers
Well-designed communication practices help prevent isolation and ensure that flexible arrangements don't compromise information flow.
6. Promote Awareness and Adoption
Finally, HR should actively promote the benefits of the working flexibility:
Educate employees about their rights regarding flexibility requests
Showcase flexible working policy options as part of your employer branding
Highlight successful implementation examples within the organization
Incorporate flexibility discussions into recruitment and onboarding
Regularly evaluate and communicate program effectiveness
Active promotion helps maximize adoption while positioning the organization as responsive to evolving workforce expectations and giving you a competitive edge in recruitment.
The Impact on Mental Health and Wellbeing
Flexible working arrangements can significantly improve employee well-being and mental health by:
Reducing commuting stress and grueling hours
Allowing better management of personal lives and life commitments
Providing more control over working patterns
Enabling improved work-life balance
Accommodating individual productivity patterns
Supporting health promotion initiatives
Organizations that implement thoughtful flexible working policies often see reductions in stress-related absences and improvements in the mental health of stressed-out workers.
Assessing Organizational Readiness
Determining whether flexible working is right for your organization requires honest assessment of your company needs and current infrastructure. While flexibility offers substantial benefits, successful implementation depends on having appropriate systems to effectively manage a distributed workforce.
Humaans provides an HRIS platform designed to simplify people operations across the entire employee lifecycle. Our solution helps organizations onboard, manage, develop, and compensate employees more efficiently, regardless of where and when they work, all while tracking where they are through automated workflows.
Learn more about how Humaans can support your flexible working initiatives. We work with hundreds of globally distributed teams applying flexible work schedules and arrangements with outstanding results for both employee success and business performance.
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Trusted by global organisations
Trusted by global organisations
Create a better place of work today
Create a better place of work today
Simplify your people workflows and bring value to everyone in the organisation. Experience Humaans today.
Simplify your people workflows and bring value to everyone in the organisation. Experience Humaans today.
