Flexible working refers to any arrangement that allows employees greater autonomy over when, where, or how they work. While once considered a perk, it has become a cornerstone of modern employment practice, especially following the COVID-19 pandemic. Organisations across the UK have embraced flexible models, realising that trust-based, non-traditional setups can support both individual wellbeing and business outcomes.
As work-life boundaries blur and employee expectations shift, flexibility is increasingly seen not only as a benefit but as a necessity. It is linked to improved staff wellbeing, increased retention, and stronger productivity. However, achieving these outcomes requires careful planning, clear communication, and legal compliance. Poorly managed flexibility can create confusion, inconsistency, or even legal risk.
At Kingfisher, we help employers implement practical, compliant flexible working frameworks that serve both business goals and employee needs. From policy creation to training, we support you at every step of the journey.
What Is Flexible Working?
Definition & Legal Context
In the UK, flexible working is a statutory right governed by the Employment Relations (Flexible Working) Act 2023. This legislation means employees can request flexible working from day one of employment, without needing to meet the previous 26-week qualifying period. Employers must consider such requests in a reasonable manner and provide a decision within two months.
Flexible working can take many forms. Common types include remote work (where employees work entirely from a location of their choice), hybrid work (a mix of home and office-based working), flexitime (variable start and end times within agreed boundaries), job sharing (where two people jointly fulfil the duties of a single full-time role), and compressed hours (completing full-time hours over fewer days).
These models give employees greater autonomy, while supporting employers in attracting and retaining a wider talent pool. They also help businesses become more agile in how they use office space and manage workforce availability.
Why It Matters Now
Flexible working has become a marker of progressive and people-focused workplaces. A growing body of research suggests employees who can shape their working patterns experience lower stress, better focus, and higher job satisfaction. For organisations, offering flexible options can reduce absenteeism, boost morale, and improve productivity.
Post-pandemic, the shift to hybrid and remote work has become embedded in many industries. Guidance from organisations like the CIPD and ACAS encourages employers to support flexibility where possible, emphasising its role in fostering wellbeing, inclusion, and performance. Adopting flexible practices is no longer just about responding to individual requests; it is about future-proofing your business.
Types of Flexible Working and Their Pros & Cons
Remote and Hybrid Working
Remote working offers employees the chance to work from home or another chosen location. It removes commuting time, reduces costs, and gives individuals greater control over their working environment. Hybrid working introduces a balance, allowing employees to split their time between a central workplace and remote settings. Many businesses adopt this model to maintain collaboration while supporting personal flexibility.
However, these models present challenges. Remote workers may feel isolated or disconnected from their team, especially if communication isn’t intentional and structured. There can also be issues with home-working environments, such as inadequate internet access, unsuitable furniture, or difficulty separating work from personal life. From an employer perspective, managing performance, maintaining culture, and ensuring fairness can become more complex.
Flexitime, Compressed Hours & Job Sharing
Flexitime allows employees to adjust their working hours, starting earlier or finishing later, provided they work an agreed number of core hours. This can help employees manage school runs, health appointments, or other commitments. Compressed hours allow employees to work full-time hours over fewer days, such as four ten-hour shifts instead of five eight-hour days.
Job sharing allows two people to split a single full-time role, each working part-time hours and sharing responsibilities. This model works well in roles that benefit from diverse skills or perspectives, or where continuity is less dependent on individual presence.
Each of these arrangements supports work-life balance but comes with logistical challenges. Flexitime and compressed hours must be planned to avoid operational gaps, while job sharing requires strong communication and a clear division of tasks.
How to Manage Flexible Working Requests
The Request Process
Employees can make a flexible working request in writing, stating the change they want, when they want it to start, and how they believe it might affect the business. Employers have two months to consider the request and provide a decision. The law allows for two requests within a 12-month period.
Good practice involves acknowledging requests promptly, meeting with the employee to discuss them, and explaining the outcome in writing. Employers should use a consistent and transparent process to reduce the risk of perceived unfairness.
Assessing and Responding
Requests can be refused only for valid business reasons, such as a detrimental impact on performance, quality, customer service, or cost. Refusals must be based on evidence and carefully documented.
Employers must take care to ensure that decisions do not indirectly discriminate against protected groups. For example, refusing a request from a parent or carer without proper justification could lead to a discrimination claim. Maintaining fairness and consistency across departments is essential.
Building an Effective Flexible Working Policy
Key Components to Include
An effective policy should be clear, accessible, and tailored to your organisation. It should explain who is eligible to apply, how to submit a request, and how decisions are made. The policy should also clarify how arrangements will be reviewed and adjusted over time.
Roles and responsibilities should be clearly defined. Managers need to understand their duties in assessing requests and supporting team members. HR should oversee the process, offer guidance, and maintain records. Employees need to know what is expected of them when working flexibly, including availability and communication.
Templates & Sample Clauses
A flexible working agreement template formalises the arrangement between employer and employee. It may include agreed working patterns, expectations for availability, preferred communication channels, and criteria for performance evaluation.
Outlining clear expectations avoids misunderstandings and supports effective management. It also demonstrates that the employer has taken a structured, lawful approach.
Maintaining Health, Safety & Communication Standards
Risk Assessments for Remote Workers
Health and safety obligations do not disappear with remote work. Employers must ensure that home-working environments are safe and suitable. Risk assessments should cover ergonomics, particularly in relation to Display Screen Equipment (DSE), and explore potential stressors such as isolation or overwork.
Assessments should be updated periodically and include guidance on best practice, for example, how to set up a desk correctly or manage screen breaks.
Communication and Performance Monitoring
Flexible work arrangements require stronger communication frameworks. Weekly one-to-ones, regular team meetings, and clear performance targets help keep everyone aligned. Use of tools like shared calendars, project management software, and video conferencing supports visibility and collaboration.
The focus should be on outcomes rather than hours worked. Setting clear, achievable goals allows performance to be monitored fairly and constructively.
Managing Equity & Inclusion
It is important to ensure that flexible working is inclusive. Hybrid working, in particular, can create visibility gaps, those in the office may receive more informal feedback or advancement opportunities. Employers must take steps to prevent such biases.
Additionally, flexibility should be accessible to all, not just parents or carers. Adjustments may be needed for neurodivergent staff, employees with chronic illnesses, or those experiencing mental health challenges. Reviewing practices through an equity lens helps promote fairness.
How Kingfisher Can Help with Flexible Working
Kingfisher Professional Services offers comprehensive support to help your organisation implement flexible working practices that are fair, compliant, and sustainable. Our approach combines expert consultancy, hands-on training, and round-the-clock support to ensure smooth adoption and lasting success:
- Expert Consultancy: Our specialists work with your leadership and HR teams to design and refine flexible working policies that align with your operational needs and legal obligations. We offer strategic guidance on structuring hybrid models, responding to requests fairly, and embedding flexibility into your company culture.
- Bespoke Training: We deliver tailored training programmes for managers, HR professionals, and employees. These sessions cover key topics such as handling flexible working requests, supporting remote performance, and upholding inclusion and fairness across diverse working arrangements. Training is fully aligned with the Employment Relations (Flexible Working) Act 2023 and ACAS guidance.
- 24/7 Support: Our team is on hand whenever you need advice, whether you are managing a time-sensitive flexible working request, navigating a complex case, or simply need a second opinion. We provide ongoing guidance via phone or email to help you stay compliant and confident.
With Kingfisher’s support, your organisation will be equipped to offer flexibility without compromising performance, culture, or compliance, ensuring your people and your business can thrive together.
Quick Reference: Flexible Working Checklist
To manage flexible working effectively, ensure you have:
- A legally compliant, clearly written policy
- A simple, fair process for submitting and assessing requests
- Trained managers who understand legal duties and inclusive practices
- Systems in place to monitor health, safety, and performance
- Ongoing reviews to adapt to changing needs and feedback
These elements form the foundation of a flexible workplace that is resilient, fair, and responsive to your people.
Conclusion
Flexible working improves wellbeing, boosts retention, and enhances business resilience. It supports a more inclusive workforce and reflects modern expectations. But for flexibility to succeed, it must be structured, fair, and legally compliant.
Organisations must invest in strong policies, fair processes, and ongoing support to make flexible working sustainable. With Kingfisher’s expert help, you can implement flexible work practices that benefit your employees and your business alike.
Get in touch with Kingfisher to review your current flexible working arrangements, train your managers, or develop a policy tailored to your team.