What is flexible working? Key advice for employers

Flexibility at work has become central to conversations in the modern workplace, but what does flexible working mean? More importantly, what do you, as an employer, need to understand about implementing it effectively?

That’s why we’re going to break down flexible work definition, your legal obligations as an employer, and how it can benefit your business, and employees work while addressing potential challenges.

So, what is flexible working?

The UK government defines flexible working as "a way of working that suits an employee’s needs, for example having flexible start and finish times, or working from home."

So, work flexibility is not just about offering remote work or changing working hours—it’s about allowing employees greater control over when, where and how they work.

Examples of flexible working include:

• Flexible work hours (Flexitime)

• Remote work (Work from home)

• Job sharing

• Hybrid work

• Part-time work

Just remember that flexible working isn’t one-size-fits-all. It can vary depending on your industry, role, and the needs of both your business and your employee.

To learn more about the types of flexible working, see our article on, the different types of flexible working arrangements.

The advantages of flexible working for employers

Let’s start with the good stuff—because there’s a lot of it. While flexible working is often seen as a benefit for employees, it can benefit employers too.

Increased productivity

When people can work in a way that suits their lifestyle (whether that’s starting earlier, avoiding a draining commute, or managing personal responsibilities) they tend to be more focused and efficient, boosting productivity. It’s not about working less, it’s about working smarter.

Better retention and happier teams

Flexibility is a top priority for today’s workforce. In fact, according to a CIPD report 71% of workers agree that flexible working patterns are importing to them when considering a new role. Offering it shows you trust your people and value work-life balance and their mental health.

That kind of culture doesn’t just keep employees happy; it keeps them sticking around—reducing your staff turnover.

Bigger recruitment pool

By opening up to remote or hybrid roles, you’re no longer limited to candidates within commuting distance. Suddenly, you’re hiring the best person for the job, not just the closest one.

Reduced overheads

Fewer people in the office full-time means you could cut costs on everything from office space to electricity bills. Win-win.

Stronger employer brand

Businesses known for flexibility tend to get talked about in all the right ways. It’s a great look and a great way to stand out in a competitive hiring market.

The disadvantages of flexible work

Now, for balance, let’s talk about the challenges. Because flexible working isn’t a magic fix—and it doesn’t work the same for every business.

Communication gaps

When your team’s not all in one place at the same time, things can get lost in translation. The fix? Embrace digital comms channels and project management tools—but also consider using HR software that gives everyone visibility over who’s working when, on what, and how it all fits into wider goals.

Managing performance

It’s tricky to measure productivity when you’re not seeing people in action day-to-day. That’s where performance management tools come in. With regular goal setting, one-to-one scheduling, and automated review cycles, you can track progress and spot issues before they become problems—without micromanaging.

Team culture and connection

That 'catch up over a brew' isn’t just a cliché—it builds relationships. While you can’t force casual chats, you can create a culture of regular feedback and recognition. Many HR platforms have employee recognition features or employee assistant programmes to help keep a finger on the pulse of your team’s wellbeing and morale.

Security and tech issues

More remote work means more devices, more logins, and more chances for things to go wrong. You’ll need proper IT support, yes—but HR software can help with compliance and onboarding, making sure the right policies are in place and that everyone’s trained up on best practices.

What are your legal responsibilities as an employer?

In the UK, under the Employment Relations (Flexible Working) Act 2023 all employees have the legal right to request flexible working from their first day of employment.

As an employer, you must:

• Consider requests fairly: You are legally required to review requests objectively and provide a decision within two months unless an extension is agreed.

• Have valid reasons for refusal: Requests can be refused only if there’s a legitimate business reason, such as a detrimental impact on operations or customer service.

• Treat employees equally: Ensure that decisions about flexible working are consistent and free from discrimination.

It’s good practice to have a clear flexible working policy in place that aligns with the ACAS code of practice on flexible working. This ensures transparency and helps employees understand how to make requests.

To learn how to respond compliantly to a flexible working request and how to craft a flexible contract of employment, see our article, Flexible contracts of employment.

Key things you must know about flexible working

It’s about results, not hours

Flexible working shifts the focus from hours worked to outcomes achieved. Employers should assess performance based on deliverables rather than time spent at a desk.

It requires clear communication

Flexible arrangements need clear guidelines. For example:

• Define expectations around availability and communication

• Use tools like Slack or Microsoft Teams to stay connected

Technology is essential

To manage flexible working effectively, you’ll need the right tools. HR software like BrightHR can help with:

• Shift and rota management: Ensure shifts and hours are balanced across the team.

• Tracking performance: Monitor employee progress and attendance.

• Handling requests with cloud storage: Manage flexible working applications in one centralised system.

It’s not for every role

While flexible working works well for many jobs, some roles—such as those in retail, healthcare, or manufacturing—may require set hours or physical presence. In these cases, partial flexibility (like flexitime) may be a good compromise.

Start with a trial period

If you’re unsure about how flexible working will affect your business, consider implementing it on a trial basis. This allows you to identify and address challenges before making it permanent.

Get help with flexible working from BrightHR

Flexible working is about creating a more adaptable, productive workplace for both employers and employees. As an employer, understanding your responsibilities, leveraging the right tools, and fostering open communication can help you implement flexible working successfully.

By embracing this approach, you’ll not only meet the demands of the modern workforce but also create a thriving, future-ready business, that offers work-life balance.

And if you’re looking for the right tools, BrightHR is here! Book a demo of our award-winning HR software today and see for yourself how we can help you with flexible working arrangements and more.