Flexible Working

Why does Flexible Working matter for your business?

Flexible working is now a key expectation for employees — not just a benefit. Mismanaging requests can result in:

• Tribunal claims if decisions are discriminatory or poorly handled.
• Loss of talent if competitors offer more flexibility.
• Low morale when employees feel their needs are ignored.

On the positive side, embracing flexible working offers real business advantages:

• Attract and Retain Talent – candidates increasingly rank flexibility as a top factor in job decisions.
• Increase Productivity – many employees are more efficient when working in environments that suit their lifestyle.
• Enhance Wellbeing – improved work-life balance reduces stress, sickness absence, and burnout.
• Support Inclusion – makes employment more accessible for carers, parents, older workers, and people with disabilities.
• Reputation Benefits – strengthens employer brand and helps SMEs compete with larger organisations.

Flexible Working – best practices for employers

Create a Clear Policy

• Outline how employees can apply, timelines, and who makes the decision.
• Include reference to statutory rights and business grounds for refusal.

Train Managers

• Ensure managers understand the law and how to respond fairly.
• Provide skills for handling conversations about workload, fairness, and team impact.

Be Transparent and Consistent

• Communicate decisions clearly and give reasons if refusing.
• Apply criteria consistently to avoid discrimination.

Use Trial Periods

• Where uncertain, agree to a trial arrangement before making a permanent change.
• Monitor impact on performance, clients, and colleagues.

Leverage Technology

• Use HR software to record requests and update contracts.
• Provide IT systems that enable secure remote or hybrid working.

Shift Mindset to Outcomes

• Focus on results delivered, not hours spent in the office.
• Build trust through accountability and clarity of goals.