Flexible Working in the UK: Trends, Employee Attitudes and Future Outlook
The way we work is changing, and flexible working is at the heart of this transformation. No longer confined to the traditional 9-to-5 office setup, organisations can now offer employees greater freedom to choose when, where, and how they work. This shift has proved to be not just about employee convenience but also about improving productivity, job satisfaction, and overall well-being. In this blog, we’ll explore the current state of flexible and hybrid working in the UK, examine employee attitudes to working this way and discuss its future direction.
The Rise of Flexible Working in the UK Key Statistics and Trends
Data from The Office for National Statistics (ONS) Opinions and Lifestyle Survey shows that more than a quarter of working adults in Great Britain (28%) were following a hybrid working model – splitting time between home and the office in the autumn of 2024. The ONS’s Business Insights and Conditions Survey showed that businesses in the ‘information and communication’ industry had the highest share of hybrid working at 49%, closely followed by the ‘professional, scientific and technical activities’ industry at 42%.
Perhaps unsurprisingly, businesses operating in the ‘accommodation and food service activities’ industry were the least likely to adopt a hybrid model of working (4%). Other industries with a low uptake of hybrid working included manufacturing, construction, transportation and storage. These industries often require site-specific or manual tasks, in-person collaboration, or roles supporting customers face-to-face.
While not every role or organisation may be suited to hybrid or remote working the Chartered Institute of Personnel and Development (CIPD) working trends survey shows the variety of flexible working arrangements among among UK workers as follows:
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- Part-Time Work: Approximately 24.7% of workers are engaged in part-time work.
- Flexi-Time: Around 13.1% of employees utilize flexi-time arrangements, allowing them to vary their start and end times within agreed parameters.
- Term-Time Working: About 4.3% of workers have term-time working arrangements, where they work during school terms and take unpaid leave during school holidays.
- Annualised Hours: Approximately 5.5% of employees work annualised hours, having a set number of hours per year with flexibility in their distribution.
- Job Sharing: Only 0.3% of employees participate in job-sharing arrangements, where two people share the responsibilities of one full-time position.
- Compressed Hours: Specific data on compressed hours (e.g., four-and-a-half-day weeks or nine-day fortnights) indicates that these arrangements are relatively uncommon, with only 0.6% and 0.4% of workers, respectively, adopting such patterns.
Government Legislation: New UK Laws on Flexible Working (2024 Update)
In April 2024, the UK government introduced the Employment Relations (Flexible Working) Act 2023, which strengthened employees’ rights to request flexible working arrangements. The new law allows employees to request flexible working from day one of employment, reducing the previous 26-week qualifying period. Employers must consider requests reasonably and respond within two months. However, research by Phoenix Insights in August 2024 found that fewer than half (44%) of UK workers had discussed flexible working arrangements with their managers. This suggests a significant gap between the existence of these rights and their practical application in workplaces.
Employee Preferences: What UK Workers Want from Hybrid & Remote Work
According to a 2024 survey by the Chartered Institute of Personnel and Development (CIPD), 87% of UK employees prefer a hybrid or remote working model. Interestingly, 45% of workers would accept a lower salary if it meant maintaining their preferred flexible working arrangements. The most common preference is for two to three days in the office per week, while only 10% prefer a full-time office presence.
In September 2024 a Bloomberg survey found that 42% of London workers would demand a pay rise if forced to work full-time in the office without flexibility, with 37% seeking an 11% or higher increase. Employers may need to offer at least 5% more to persuade staff to return. High commuting costs were a major deterrent, with 62% of Londoners citing this as a key barrier.
Trends in Job Postings for Remote and Hybrid Work in the UK
Data from LinkedIn and Indeed indicate that as of early 2025, 18% of UK job postings mention remote or hybrid work—significantly higher than pre-pandemic levels. The trend is particularly strong in industries such as tech, finance, and media, where remote work remains a key factor in attracting and retaining talent.
Recent Developments in Flexible Working in the UK
While employees favour flexibility, some UK companies have been increasing in-office expectations. The CIPD study found that 43% of businesses are encouraging greater office attendance. Major UK organisations have taken varied approaches:
PwC UK: Requires employees to work from the office or client sites at least three days per week, citing the importance of in-person collaboration.
Barclays: Has asked investment banking staff to return to the office at least four days a week, while other divisions maintain hybrid arrangements.
Meta UK: Shifted its remote work policy, requiring more employees to return to the office for a minimum number of days.
UK Civil Service: The UK Government announced a reduction in previous hybrid working arrangements suggesting a 60/40 balance between the office and remote working, a move which has not proved popular with UK civil servants.
Meanwhile, other organisations have reaffirmed their commitment to hybrid work:
Lloyds Banking Group: Allows employees to work remotely up to three days per week, balancing flexibility with in-person collaboration.
HSBC UK: Continues to offer hybrid work arrangements, recognising their role in employee satisfaction and productivity.
The Future of Flexible Work in the UK: What’s Next for Employers & Employees?
Flexible working in the UK is evolving, with organisations adopting diverse approaches. The ability to work flexibly allows businesses to access a broader talent pool, reduce operational costs, and enhance employee engagement. For employees, it fosters better work-life balance and greater job satisfaction and is a key consideration when choosing among potential job opportunities.
Despite these advantages, challenges remain, including maintaining productivity, ensuring effective teamwork, and addressing employee well-being. There is no universal solution—successful flexible work policies must strike a balance between employee needs, company culture, and business objectives. By regularly reviewing policies, seeking employee feedback, and staying adaptable, UK organisations can ensure that flexible working arrangements continue to contribute towards their success.
