Why Flexible Working Is The Best Thing For Your Employees

The flexible working laws in the UK have recently changed where employees have a legal right to request flexible working from their first day in a new job. Before, it only applied to someone who had worked for their employer for more than 26 weeks or more.

It’s no secret that the working world has faced a massive change in the last few years, but let’s give you a brief rundown:

The phrase “remote working” only became a buzzword during COVID-19 when employers had no choice but to allow employees to work from home. Something that was seen as a temporary fix became a much bigger conversation for permanent changes. After the pandemic we then began to hear words such as “flexible” and “hybrid” as employees – and some employers – were beginning to realise that it was just as beneficial (maybe more) than working the traditional 9-5 work schedule.

Before the pandemic, only 4.7% of UK employees worked from home. So for a while, most employers were very sceptical about this new work structure so you had plenty of companies expecting employees to come into the office 5 days a week after lockdown. But more and more, things began to change.

As of 2023, 44% of UK workers reported some form of hybrid working – something that is probably increasing as we speak because 77% of workers say flexible working is more important to them when considering a new role than a pay rise. (Forbes)

As an employer, you want your company to not just attract top talent but also retain them it’s probably concerning that employees could be taking other companies over yours due to flexibility.

But why is that? Why do employees care so much about flexible working? Why is flexible working becoming a non-negotiable? And why is the government taking active measures to support employee rights to flexible working?

You may be an employer who sees nothing good in letting your employees have flexibility. It could be for several reasons but a common one is because you fear people won’t work as hard and their decision to work from home is purely for their comfort rather than for the benefit of their career. But this is often far from the case.

Done right, flexible working doesn’t just benefit the employee, but for you as an employer. Keep reading to find out how.

Improved Work-Life Balance

This is an obvious one. It’s the first topic to come up when talking about flexibility and one of the biggest mistakes employers make is to assume this has everything to do with the employee and nothing to do with the success of the company.

It has everything to do with the success of the company.

Why? Because when a company is plagued with burnout, it will have a direct impact on its success. Burnt-out employees will struggle to focus and stay productive. Unproductive employees often turn into disengaged employees and disengaged employees aren’t far from handing in their notice.

Burnout can come from many sources, but the best way employers can tackle this is by considering the work-life balance of their employees.

Did you know that 88% of UK employees have experienced burnout in the last 2 years? Did you know that almost a quarter of employees are less productive due to work-life balance? (Stand Out CV) How about the fact that the top reason employees last year wanted to quit their jobs was due to poor work-life balance? (HRO Today)

If you want employees to be doing their best work, they need to be in the best place mentally. A study of over 6,000 employees in 2023 showed that those working flexible hours had lower stress levels than those who didn’t (Working Families).

Increased Productivity

This may feel completely counterproductive to some. Surely being in the office, surrounded by a great team, away from at-home distractions is the best way to work. But for some – it’s the opposite.

Whilst we can agree that being in the office, surrounded by colleagues can be great for collaboration and a change of scenery, it doesn’t always provide that level of focus that some employees thrive off of. Sometimes working from home, away from the noise of the office, in an environment you’re comfortable in can be the perfect place to focus and get those hard tasks completed.

A study in 2021 showed that 43% of employees said that flexible working hours helped them achieve more productivity and 30% said that less or no commuting time allowed them to be more productive (Forbes).

The best way to combat this is by giving employees the best of both worlds. Allowing for hybrid working where they’re in the office 2-3 times a week (more if they wish) will ensure your team experiences the in-person culture and collaboration, as well as the focus at home.

Enhanced Employee Engagement

Employee engagement is defined as “employees who are healthier, happier, more fulfilled or more motivated” (CIPD). And whilst there are plenty of ways to keep employees feeling engaged, missing out on the power of providing flexible and hybrid working is a big mistake.

We live in an era where, whilst people are driven by work, they are also driven by wellbeing. Employees don’t just want a company that pays well, they want to work somewhere that aligns with their beliefs and values (Forbes). A company that values the wellbeing of their employees is a company who most likely highly engages their employees.

Retention of Parents

A survey by the CIPD found that 75% of employers said that flexible working has a positive impact on their retention. But that’s a general view, what about those people who may need flexible working more than others? … Parents.

• 67% of working parents in the UK say they believe flexible working could help them progress at work (HR Magazine)

• 98% of mums want to go back to work after having a child but 79% of them leave due to not being able to maintain a job and a baby (We Are The City)

By disallowing working from home models, you’re putting a massive amount of your employees at a disadvantage, giving them no choice but to look elsewhere. And even if they don’t look elsewhere, they may struggle to progress or give their all.

- Written by Jack Lloyd

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