Guidance on implementing flexible working practices
Turning policy into practice and making flexibility work for everyone
By 2025, more than 80% of employees say flexibility is key to their job satisfaction, so employers who fail to embed it risk losing talent.
Around 28% of UK workers are hybrid (ONS 2025) and demand for flexibility is growing, yet many organisations still don’t track the impact of their policies.
Without monitoring, it's impossible to know if arrangements are boosting performance, supporting wellbeing, or creating hidden inequalities.
Higher earners and degree holders are still far more likely to access hybrid work (ONS 2025).
Disabled employees are also less likely to benefit, with 24% hybrid compared to 29% of non-disabled workers (ONS 2025).
Monitoring the impact across groups helps ensure fairness and supports D\&I goals.
Define scope, process and expectations, then share widely with staff.
Focus on outcomes and value, not hours at a desk.
Save flexible terms in personnel files to avoid disputes later.
Collect feedback through surveys, focus groups and informal chats. Track impact on retention, applications, engagement and productivity, then adjust where needed.
Use both group updates and one-to-ones. Keep it personal, not just email.
Provide training and resources so managers feel confident leading flexible teams.
