Flexible Working


Understanding Flexible Working

Flexible working is an arrangement between an employer and an employee that allows for a more flexible schedule and different working arrangements than the traditional 9-5 format. It offers employees the opportunity to work around other commitments, such as family and personal commitments, and can help to improve job satisfaction and productivity.

Flexible working can include:

  • Flexible hours: This allows an employee to work different hours from the typical 9-5 workday. This could include working longer hours over fewer days, or starting and finishing work earlier or later than usual.
  • Part-time or job-sharing: Employees can work fewer hours than a full-time employee, or can share the same job with another employee.
  • Remote working: This allows employees to work from home or another location, rather than having to commute to the office.
  • Compressed hours: This allows an employee to condense their working hours into a shorter number of days, for example, working 9am-5pm four days a week instead of 9am-5pm five days a week.
  • Staggered hours: This allows an employee to start and finish work at different times from their colleagues.

Flexible working can benefit both employers and employees. For employers, it can lead to a reduction in absenteeism, improved employee morale and motivation, greater staff retention, and a reduction in operational costs associated with commuting and office space. For employees, it can improve job satisfaction, help manage work-life balance, and reduce stress levels.

When implementing flexible working, employers should ensure they are compliant with the law and that they provide a fair and equal approach to all staff members. It is also important to ensure employees understand the requirements of flexible working and the potential implications it could have on their job role.

If you are considering implementing flexible working in your organisation, it is important to ensure you have a clear and concise policy in place, outlining the terms and conditions of flexible working. This will ensure you are compliant with the law, and that all employees are aware of the requirements and expectations.


Benefits of Flexible Working

Flexible working is becoming increasingly popular in businesses today, and it is seen as a key factor in helping employees to achieve better work-life balance and avoid burnout. With flexible working, employees have the opportunity to work outside of traditional office hours and locations, with the aim of improving their productivity and morale.

Flexible working can take many forms, including the option to work remotely, have flexible start and finish times, and adjust the number of hours worked each week. With these options, businesses are able to provide employees with greater control over their working lives, helping to improve their work-life balance and wellbeing.

There are a number of benefits associated with flexible working, both for businesses and employees.

For Employees:

  1. Improved Work-Life Balance: By having the option to work outside of traditional office hours, employees are better able to manage their work-life balance and avoid burnout. This can lead to increased motivation and job satisfaction.
  2. Increased Productivity: Employees who are able to set their own schedules often report higher levels of productivity, as they are able to work when they are most productive, rather than a set schedule.

For Businesses:

  1. Increased Employee Retention: By allowing flexible working, businesses can help to improve employee morale and reduce stress levels. This can lead to increased employee retention, as employees are more likely to stay with a business that provides them with the flexibility they need.
  2. Improved Recruitment: Flexible working can also be a major draw for potential employees, allowing businesses to attract top talent to their organisation.

Overall, flexible working can have many positive benefits, both for employees and businesses. By allowing greater control over their working lives, employees can achieve better job satisfaction and improved work-life balance, while businesses can benefit from increased employee retention and improved recruitment.

Professional Training

We deliver bespoke training for your staff/organisation


We provide valuable tools to use on an ongoing basis


We provide ongoing training and support to your organisation to ensure your staff are happy and healthy!

Types of Flexible Working

Flexible working is an effective way to ensure that employees have the opportunity to balance their work and life commitments. It can also help to reduce stress and burnout, increase productivity and motivate staff. Flexible working arrangements can take many forms, and as an employer, you should consider what type of flexible working might be suitable for your organisation.

Part-Time Working

Part-time working involves reducing the number of hours an employee works each week. This can be a great option for employees who are looking for a better work-life balance, as it allows them to work fewer hours and have more free time to spend with family and friends. Part-time working can also be beneficial for employers, as it can help reduce labour costs and help them to manage their staff more efficiently.

Job Sharing

Job sharing is when two employees share the same job, with each employee taking responsibility for a different set of tasks. This type of flexible working arrangement can be beneficial for both employers and employees, as it allows employers to effectively manage their staff and employees to have a better work-life balance.


Flexitime is an arrangement whereby employees are allowed to choose the hours they work. This can be a great way to help employees manage their workload and ensure they are not overworked. It can also be beneficial for employers, as it can help to increase staff morale and productivity.

Remote Working

Remote working, also known as teleworking, is when employees are allowed to work from home or other remote locations. This type of flexible working arrangement can be beneficial for both employers and employees, as it allows employees to have a better work-life balance and can help employers to save money on office space and other overheads.

Compressed Working Week

Compressed working week, also known as a four-day week, is when employees are allowed to work fewer days in a week but still receive the same amount of pay. This can be a great way to help employees manage their workload and ensure they are not overworked. It can also be beneficial for employers, as it can help to reduce labour costs.

These are just some of the types of flexible working arrangements that you can offer your employees. As an employer, it is important to consider the needs of your business and your employees to decide which type of flexible working is the best for you.

How to Implement Flexible Working in Your Organisation

Flexible working is becoming an increasingly popular option for employees and employers alike. It can help to improve morale, productivity, and job satisfaction, and is a great way to show employees that their wellbeing is a priority. Here are some tips for implementing flexible working in your organisation.

  1. Develop a Flexible Working Policy – Developing a formal policy for flexible working is a great way to ensure that the process is consistent and fair for all employees. The policy should outline the types of flexible arrangements available, the criteria for approval, and how the arrangement will be monitored and evaluated.
  2. Communicate the Policy to Employees – Once the policy has been developed, it should be communicated to employees so they are aware of their rights and responsibilities. It is important that employees fully understand the policy and the expectations of them when taking advantage of flexible working.
  3. Review Your Current Practices – Before implementing a flexible working policy, it is important to review your current practices to ensure they do not conflict with the policy. This includes ensuring that any existing policies or procedures do not hinder the ability of employees to take advantage of flexible working.
  4. Consider Technology – Technology can be a great tool for implementing flexible working. Utilising cloud technology and online collaboration tools can make it easier for employees to work remotely.
  5. Monitor and Evaluate – Once the policy is in place, it is important to monitor and evaluate its impact on employee productivity and wellbeing. Regularly reviewing the policy can help to ensure it is meeting the needs of both employers and employees, and can help to identify areas for improvement.

By following these tips, employers can ensure that their flexible working policy is effective and beneficial for all involved. Implementing flexible working in your organisation can be a great way to demonstrate your commitment to employee wellbeing and show that you care about their success.

Understanding Employee Rights and Responsibilities

When it comes to flexible working, it is important to understand the rights and responsibilities of employees and employers. Flexible working can offer many benefits to both parties, and understanding the legal framework surrounding flexible working can help ensure that all parties are aware of their rights and responsibilities.

Employees have a legal right to request flexible working, and employers must give due consideration to any requests. However, employers can refuse the request if there is a valid business reason for doing so. In the event that an employer does refuse a request for flexible working, they must provide a written explanation as to why the request was denied.

Employees who are granted flexible working have a responsibility to ensure that they carry out their duties to the best of their ability. They should also be aware of their rights, and be willing to discuss any issues they may have that may affect their performance.

Employers must also ensure that they are providing a safe and supportive environment for their employees. Employers must be aware of the potential risks associated with flexible working, such as the potential for employees to become overworked, and must take steps to mitigate those risks. Employers should also be aware of their duties under the Equality Act 2010, which includes making reasonable adjustments to accommodate employees with disabilities who may require flexible working arrangements.

By understanding their rights and responsibilities, both employees and employers can ensure that flexible working is successful for everyone involved. It is important to remember that flexible working is a two-way street, and both parties must be willing to work together to ensure that the arrangement is beneficial for all.

Tips for Managing Flexible Working

  1. Set Clear Expectations: Flexible working arrangements can be beneficial for both employers and employees, but it’s important to set clear expectations from the outset. Make sure that employees understand the parameters of their flexible working schedule, such as what their hours are, how long their flexible working arrangement will last, and how it should be managed.
  2. Have Regular Check-Ins: Develop a regular check-in process to ensure that employees are managing their flexible working arrangements effectively. These check-ins allow employers to provide feedback and guidance, as well as to ensure that employees remain on track with their work.
  3. Establish Communication Guidelines: Establish clear communication guidelines with employees to ensure that they remain connected with their colleagues and managers. Establishing guidelines such as daily check-ins, clear expectations for response times, and setting up virtual meetings can help maintain communication while employees work remotely.
  4. Set Reasonable Deadlines: When managing flexible working arrangements, it’s important to set reasonable deadlines for employees to complete their tasks. This helps to ensure that employees remain productive and that projects are completed on time.
  5. Provide the Necessary Tools: Ensure that employees have access to the necessary tools and resources to do their jobs effectively. This includes providing access to the right software, hardware, and other tools to help them complete their tasks.
  6. Encourage Breaks: Working from home can be isolating, so make sure to encourage employees to take regular breaks throughout the day. This will help them to remain focused and productive.
  7. Show Appreciation: Finally, show appreciation for your employees’ efforts. This can include providing recognition for a job well done, or simply expressing gratitude for their hard work. This will help to foster a supportive and productive environment.

Challenges of Flexible Working

Flexible working, such as working from home or altered hours, can be beneficial for both employers and employees, but it also presents certain challenges that must be addressed. Let’s take a look at some of the issues that come with flexible working.

  1. Communication: One of the main challenges of flexible working is maintaining communication between colleagues who may be working remotely or on different hours. It’s essential that employers provide tools and strategies for effective communication, such as video conferencing, instant messaging, or even virtual team meetings.
  2. Technology: To ensure successful flexible working, employers must invest in the right technology. This includes reliable hardware, such as laptops and smartphones, as well as software applications and platforms that can facilitate communication and collaboration.
  3. Teamwork: Flexible working can make it difficult for employees to feel connected to the rest of their team, which can lead to a lack of cohesion and collaboration. Employers must create initiatives that promote team-building and collaboration, such as virtual team-building activities or regular check-ins.
  4. Security: Flexible working can leave businesses vulnerable to security threats, such as data breaches or cyber attacks. Employers should ensure that all employees have the necessary security tools, such as antivirus software, and that they’re trained on how to use them properly.
  5. Productivity: Remote working can be a challenge for some employees, as it can be more difficult to remain focused and productive when working from home. Employers should provide support and guidance to help employees stay productive and on task.

Flexible working can be hugely beneficial for businesses, but it’s important to be aware of the challenges that come with it. By understanding these challenges and taking the necessary steps to address them, employers can ensure that their flexible working initiatives are successful.

Contact Us

If you need any guidance or assistance, we would be delighted to assist. 

We can help with;

  • Advising on appropriate training progammes

  • Providing workplace training

  • One to one staff coaching

  • Producing tools for managers and employees

  • Retainer services and ongoing support