What Flexible Working Means for You and Your Business in 2025
*Updated 25 February 2025*
The Law Has Changed – What Now?
As of recent legislative updates, all employees in the UK now have the legal right to request flexible working from their first day of employment. This change, introduced in April 2024, aims to create a more inclusive and adaptable work environment. Previously, employees needed 26 weeks of continuous service before making such a request.
The Employment Rights Bill, currently under parliamentary consideration, proposes further enhancements to flexible working rights. If enacted, employers would be required to provide reasonable grounds for refusing flexible working requests and engage in consultations with employees before making a decision. The goal is to make flexible working the default arrangement where feasible.
But what does this mean for your business? Will employees start disappearing mid-week for a round of golf? Will your team suddenly opt to work from home permanently? More importantly, how can you make flexible working successful without compromising productivity and accountability?
The Benefits of Embracing Flexible Working
Before diving into how to implement flexible working effectively, let’s address why you should consider it in the first place. Studies and industry reports highlight significant benefits:
- Improved Employee Morale - Autonomy and trust in the workplace lead to increased engagement and job satisfaction.
- Higher Productivity - Contrary to fears, many businesses report increased efficiency as employees tailor work schedules to their most productive hours.
- Enhanced Creativity and Innovation - Happy employees bring fresh ideas and solutions, fostering a more dynamic work environment.
- Reduced Employee Turnover - The CIPD’s 2023 report on flexible working found that businesses offering flexible arrangements see lower staff churn, reducing hiring and training costs.
- Better Work-Life Balance - Employees who can better balance personal and professional responsibilities are generally healthier and more committed to their roles.
Key Considerations for Implementing Flexible Working
1. Trust and Accountability - A common concern among employers is: How do I know my employees are working? The solution lies in shifting focus from hours worked to outcomes delivered. Consider implementing performance-based metrics instead of micromanaging time spent at a desk.
2. Technology as an Enabler - Several tools can make remote and hybrid working more seamless and efficient:
- Unified Communication Tools - Platforms like Microsoft Teams, Zoom, and Slack facilitate collaboration and visibility across dispersed teams.
- Call Forwarding and VoIP Solutions: Services such as Mitel UCA, Avaya One-X, and Microsoft Teams Phone allow employees to stay reachable, whether they’re in the office or working remotely.
- Cloud-Based Access - Cloud services enable employees to access business applications securely from anywhere, reducing IT headaches and improving workflow efficiency.
- Next-Generation Networks - Secure, high-speed VPNs and SD-WAN solutions make remote access seamless and safe for employees.
3. Flexible Work Policies and Clear Guidelines - While flexibility is beneficial, clear boundaries are necessary. Businesses should establish:
- Clear expectations on availability, responsiveness, and meeting attendance.
- Defined key performance indicators (KPIs) to track progress without micromanagement.
- Security protocols, especially for employees accessing company data from personal devices.
4. Supporting Employee Wellbeing - Flexible working should not translate into overwork. Ensure employees are maintaining a healthy work-life balance by encouraging:
- Regular breaks and set work hours.
- Mental health support and wellness programs.
- Team-building activities to maintain company culture.
Addressing Common Concerns
“Will flexible working impact collaboration?”
Not if communication tools and scheduled check-ins are in place.
“How can I ensure fairness across my team?”
Establish a structured process for flexible working requests, ensuring decisions are made based on role requirements and business needs.
“Is flexible working financially sustainable?”
Many companies find it cost-effective due to reduced office space requirements and lower operational expenses.
Flexible working is no longer a perk; it’s an expectation. Businesses that embrace it with the right tools, policies, and mindset will benefit from happier, more productive teams.
Resources & Further Reading:
Are you ready to implement flexible working in your business? Let’s discuss your needs and explore solutions that work for you.
