Recent research highlighted by Solicitors Journal, HR Grapevine, Onrec and HR Review reinforces a message that many employers already recognise: flexible working remains a significant priority for UK employees.
The findings, based on Acas research, indicate that flexibility continues to influence how people choose, remain in and engage with employment. As organisations navigate evolving workplace expectations, employers should take the opportunity to review whether their approach to flexible working is meeting both business and employee needs.
Bellevue Law’s Senior Consultant, Natalie Saunders, was quoted across several publications discussing the implications of the findings and the practical realities facing employers.
You can read the coverage here:
- Solicitors Journal – Four out of five prefer flexibility
- HR Grapevine – Flexible working still matters to majority of workers, Acas finds (article sits behind a paywall)
- Onrec – Flexible working matters to 78% of employees as Acas consults on draft code
- HR Review – Flexible working important to majority of employees, Acas finds
Flexible Working Is Now a Workplace Expectation
Flexible working is no longer viewed as an employee perk. For many workers, it has become an important factor when considering job opportunities and long-term career decisions.
Since the introduction of the Employment Relations (Flexible Working) Act 2023, employees have had enhanced rights to request flexible working from day one of employment. Employers are therefore increasingly required to engage meaningfully with requests and carefully consider how flexibility can operate in practice.
While not every request can be accommodated, employers should ensure decisions are based on legitimate business grounds, supported by evidence and applied consistently across the workforce.
Balancing Business Needs and Employee Expectations
The challenge for many organisations is striking the right balance between operational requirements and employee expectations.
Different forms of flexibility may include:
- Hybrid working arrangements
- Remote working
- Compressed hours
- Part-time working
- Adjusted start and finish times
- Job sharing
A successful approach often requires employers to move beyond a one-size-fits-all model and assess what works for individual roles, teams and business objectives.
The Importance of Clear Policies and Consistent Processes
As flexible working becomes increasingly embedded in workplace culture, employers should review their policies, manager training and decision-making processes.
Having a clear framework can help organisations:
- Manage requests consistently
- Reduce the risk of disputes
- Support employee wellbeing and retention
- Demonstrate fairness and transparency
- Respond effectively to changing workforce expectations
How Bellevue Law Can Help
Flexible working requests can raise a range of employment law considerations, particularly where requests intersect with issues such as discrimination, disability, caring responsibilities or business reorganisation.
Our employment law specialists regularly advise employers on creating effective flexible working arrangements, managing requests and updating workplace policies to reflect legal developments and best practice.
If you would like advice on flexible working or broader workplace policies, please get in touch with the Bellevue Law team.
