HR Glossary
Flexible Working
What is Flexible Working?
Flexible working refers to any arrangement that allows employees to vary the way they work from the traditional nine-to-five, office-based model. It can cover when, where, and how someone works, giving them more control over their schedule and working environment.
Common examples include working from home, part-time hours, compressed work weeks, flexi-time, job sharing, and hybrid arrangements that blend home and office working.
Why Flexible Working Matters
Flexible working has become increasingly important as employees seek a better balance between work and life. It helps people manage family responsibilities, health needs, study, or personal commitments while still contributing effectively at work.
For employers, offering flexibility can improve staff engagement, reduce turnover, and make it easier to attract talent. It’s also linked with improved productivity, as employees often work more efficiently when they have greater autonomy over their time. In addition, flexible arrangements can reduce absenteeism by allowing employees to fit work around health appointments or recovery without taking full days off.
The Legal Right to Request Flexible Working
In the UK, all employees have the statutory right to request flexible working, provided they have worked continuously for their employer for at least 26 weeks. The request must be considered in a reasonable manner, though employers can refuse on certain business grounds, such as cost, impact on customer service, or inability to reorganise work among staff.
Recent changes in workplace culture and government policy mean many employers are now adopting more open attitudes towards flexible working, treating it as a standard option rather than an exception.
Challenges of Flexible Working
While flexible working brings clear benefits, it also presents challenges. Managers may worry about communication and collaboration when teams are not physically together, and there can be concerns about fairness if not all roles can be adapted. For employees, blurred boundaries between work and personal life may lead to overworking, while some may feel isolated if they spend too much time away from the workplace.
To succeed, flexible working policies need clear guidelines, open communication, and support from both managers and colleagues. Technology also plays a key role in keeping dispersed teams connected and productive.
How GoodShape Supports Flexible Working
GoodShape helps organisations manage flexible working effectively by connecting absence management with wellbeing support and workforce insight.
Data-driven understanding: GoodShape provides visibility into patterns of absence and working arrangements, helping employers see how flexible working impacts health, performance, and engagement.
Support for employees: The platform ensures that employees working flexibly still have access to wellbeing resources and guidance when needed.
Consistency for managers: GoodShape offers practical tools and processes that make it easier for managers to handle requests, support their teams, and maintain compliance.
Proactive wellbeing insights: By combining flexible working data with absence trends, organisations can identify risks such as overwork, stress, or isolation, and take action early.
Flexible working is no longer a perk but an essential part of modern work. When implemented well, it benefits both employees and employers by improving wellbeing, boosting engagement, and supporting business performance. With GoodShape, organisations can manage flexible working in a way that is consistent, supportive, and informed by data, ensuring it becomes a genuine asset for both people and business.