Research reveals changing attitudes towards flexible working in the UK

Recent research conducted by Brightmine reveals a significant shift in attitudes towards flexible working arrangements in the UK, indicating that while flexible work practices are becoming commonplace, a disconnect persists between employee expectations and actual implementation by employers. The study surveyed 398 organisations spanning various sectors and highlights critical areas for improvement as the landscape of work continues to evolve in 2024.

According to the findings, 99% of organisations now offer some form of flexible working, underscoring the idea that such arrangements have become the new norm. However, the adoption of hybrid working—a model that allows employees to split their time between home and the office—has seen a decline, dropping from 93% in 2022 to 85.5% in 2024. The research cites challenges in team collaboration and perceptions of fairness as significant hurdles for organisations wrestling with hybrid setups, noted by 54% and 53.7% of respondents respectively.

The government has declared intentions to make flexible working the default option through amendments in the Employment Rights Bill. However, it appears that senior leaders remain sceptical. The study highlights that while 44.8% of senior leaders actively support flexible working, a troubling 28.9% do not fully appreciate its benefits, viewing presence in the office as more valuable. This disconnect at the leadership level is mirrored at the management tier, with 31.8% of organisations lacking training for line managers on flexible work practices, which is essential to the success of such arrangements.

Sheila Attwood, Senior Content Manager for Data and HR Insights at Brightmine, remarked, “The practice of flexible working has evolved over the last two decades. Long gone are the days of eight-hour, office-based days for most employees.” She pointed out that high-profile organisations implementing strict return-to-office mandates risk losing talent, as flexible working emerges as a determinant of employee satisfaction and productivity. Attwood elaborated, “A common misconception is that flexible working is an employee benefit that comes at a cost to the employer because employees are less productive when they work flexibly. In reality, organisations that offer flexible working enjoy huge business benefits.”

The study also indicates a notable rise in the adoption of compressed working hours, now offered by nearly half (48%) of surveyed businesses, particularly within larger organisations at a rate of 68.4%. Discussions surrounding the feasibility of a four-day work week are gaining traction, with trials commencing this month.

As the laws evolve, employees will gain a legal right to request flexible working from the first day of employment beginning in April 2024. Surprisingly, only 18.2% of organisations reported an increase in flexible working requests, predominantly from employees with over two years at their jobs rather than newcomers.

Attwood advises, “Changes in the law may lead to more flexible working requests and more employment tribunal claims where there will be greater scrutiny of an employer’s refusal.” She emphasizes the importance for HR teams to review how they manage flexible working requests and ensure equitable opportunities across all staff levels. Notably, perceptions of unfairness may arise if only certain roles—such as administrative positions—are granted flexible hours while others, particularly frontline staff, are not afforded similar options.

The results from this research illustrate a complex landscape in the shift toward flexible working, with the potential for legal and cultural repercussions as businesses navigate these changes in the coming years. As organisations adapt, the emphasis will remain on finding ways to align employee expectations with business practices, ensuring a more inclusive workplace environment that enhances overall productivity and engagement.

Source: Noah Wire Services