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Flexible Working Isn’t Just a Perk Anymore. It’s a Business Essential.
Cast your mind back a few years and flexible working was often viewed as a workplace benefit. Something offered by progressive employers to attract talent or reward long-serving employees.
Fast forward to 2026 and the conversation has changed dramatically.
Today, flexible working is one of the most important factors employees consider when choosing where to work. Whether it’s helping working parents manage school runs, supporting carers, reducing commuting time, improving employee wellbeing, or simply creating a better work-life balance, flexibility has become a key part of modern working life.
For employers, this shift presents both an opportunity and a challenge. Flexible working can improve employee engagement, retention, productivity and recruitment, but it also comes with legal responsibilities that are evolving under the Employment Rights Act 2025. [acas.org.uk], [assets.pub…ice.gov.uk]
So, what do employers and employees need to know about flexible working in 2026?
Why Flexible Working Matters More Than Ever
Let’s be honest.
Few employees wake up wishing they could spend more time commuting.
Instead, people are increasingly looking for jobs that fit around their lives rather than asking their lives to fit around their jobs.
And they’re not alone.
Acas highlights that flexible working offers recognised benefits for workforce wellbeing, recruitment and retention, while helping organisations remain competitive in a changing labour market. Flexible working is particularly valuable for working parents and those with caring responsibilities. [acas.org.uk]
The benefits extend beyond convenience.
For employees, flexible working can:
✅ Improve work-life balance
✅ Reduce stress and burnout
✅ Support family and caring responsibilities
✅ Increase job satisfaction
✅ Improve overall wellbeing
For employers, it can:
✅ Improve recruitment
✅ Increase employee retention
✅ Improve productivity
✅ Reduce absenteeism
✅ Enhance employee value and engagement
In short, flexible working has become a business strategy as much as an employee benefit.
Flexible Working Is for Everyone, Not Just Parents
When discussing flexible working, working parents often become the focus.
And understandably so.
A parent who needs to fit a school drop-off around their working day may benefit enormously from flexible start and finish times.
However, flexible working is not exclusively a parenting issue.
It can also support:
- Employees with disabilities
- Carers supporting relatives
- Older workers
- Employees managing health conditions
- Those studying alongside work
- Employees seeking improved wellbeing
- People looking for a healthier work-life balance
The most successful organisations recognise that flexibility isn’t about favouring one group of employees.
It’s about creating a workplace where everyone has the opportunity to perform at their best.
What Does Flexible Working Actually Include?
Many people still associate flexible working with working from home.
The reality is much broader.
Flexible working arrangements can include:
Hybrid Working
Splitting time between home and the workplace.
Remote Working
Working from home or another location full-time.
Flexible Hours
Changing start and finish times to suit personal circumstances.
Part-Time Working
Reducing hours while maintaining employment.
Compressed Hours
Working contracted hours over fewer days.
Job Sharing
Two employees sharing the responsibilities of one role.
Term-Time Working
Particularly attractive for working parents who wish to align working patterns with school holidays.
The key is recognising that flexibility looks different for different people and organisations.
What Are the Current Flexible Working Rights?
Since changes introduced in recent years, employees have had the right to request flexible working from the first day of employment. Employees can make two requests within a 12-month period, and employers must consult with employees before refusing a request. [farrer.co.uk], [assets.pub…ice.gov.uk]
Employers can still refuse requests where legitimate business reasons apply, such as:
- Increased costs
- Inability to reorganise work
- Negative impact on performance
- Difficulty meeting customer demand
However, requests must be considered fairly and consistently. [farrer.co.uk], [assets.pub…ice.gov.uk]
This is where meaningful conversations become increasingly important.
Often, a conversation can identify alternative solutions that work for both parties.
What Is Changing Under the Employment Rights Act 2025?
The Employment Rights Act 2025 became law in December 2025 and is being implemented in stages during 2026 and 2027. The Act includes several reforms that strengthen family-friendly rights and flexible working protections. [acas.org.uk], [gov.uk]
For flexible working, some of the most significant changes are expected to take effect in 2027.
Current Position
Employers can refuse a request using one or more of the existing statutory business reasons.
New Position Under the Employment Rights Act 2025
Employers will need to:
✅ Consult with employees before refusing a request
✅ Demonstrate that refusal is reasonable
✅ Explain in writing why refusal is considered reasonable
✅ Follow a clearer and more transparent decision-making process
The eight statutory reasons for refusal will remain, but employers will face greater scrutiny around how decisions are made and communicated. [assets.pub…ice.gov.uk], [farrer.co.uk], [eversheds-…erland.com]
The intention is not to create a right to work however an employee chooses.
Instead, it’s to ensure requests receive genuine consideration.
What Employers Should Be Doing Now
Waiting until 2027 isn’t a strategy.
Forward-thinking employers are already preparing.
Review Policies
Ensure flexible working policies reflect both current legislation and upcoming Employment Rights Act 2025 changes.
Train Managers
Many managers are excellent operational leaders but lack confidence handling flexible working requests.
Training can help managers understand both the legal requirements and the practical benefits.
Focus on Meaningful Conversations
Rather than treating requests as administrative processes, employers should encourage open discussion.
Questions such as:
- How would this arrangement work?
- What challenges might arise?
- Are there alternative solutions?
can often lead to positive outcomes.
Keep Good Records
Documentation of meetings, requests and decisions helps demonstrate fairness, transparency and compliance.
Focus on Outcomes
The best organisations are increasingly measuring results rather than simply time spent at a desk.
Flexible Working and the Future of Talent
The employment market remains competitive.
Employees increasingly expect flexibility and many talented candidates actively seek employers that offer it.
Research referenced by Acas suggests flexible working can strengthen recruitment, retention and employee wellbeing when implemented effectively. [acas.org.uk]
Organisations that resist flexibility without good reason may find themselves struggling to attract and retain skilled employees.
Meanwhile, businesses that embrace flexibility often benefit from:
🌟 Stronger employee engagement
🌟 Better retention
🌟 Increased productivity
🌟 Higher employee value
🌟 Improved workplace culture
Frequently Asked Questions
Do employers have to approve every flexible working request?
No. Employers can still refuse requests where legitimate business reasons apply. However, future reforms will require greater consultation, transparency and evidence of reasonableness. [assets.pub…ice.gov.uk], [farrer.co.uk]
Is flexible working only for parents?
No. Flexible working can benefit employees with caring responsibilities, health conditions, studies, disabilities and anyone seeking a better work-life balance.
When will the new flexible working changes come into force?
Current expectations are that the Employment Rights Act 2025 flexible working reforms will take effect during 2027. [assets.pub…ice.gov.uk], [eversheds-…erland.com]
Why does flexible working improve employee engagement?
Employees who feel trusted and supported are often more engaged, motivated and committed to their organisation.
Final Thoughts
Flexible working in 2026 is about much more than location.
It’s about trust.
It’s about employee wellbeing.
It’s about creating workplaces where people can succeed professionally without sacrificing their personal lives.
For employers, the Employment Rights Act 2025 provides an opportunity to rethink how flexibility is managed and ensure compliance with evolving employment rights.
For employees, it offers greater transparency and support when seeking working arrangements that fit their lives.
Ultimately, flexible working is no longer a workplace trend.
It’s becoming a core part of employee value, employee engagement and organisational success.
Because when flexibility works well, it’s not just families who benefit.
Businesses do too.
Need Support?
If you’re reviewing your flexible working policies, preparing managers for Employment Rights Act 2025 changes, or looking to create a more engaged and family-friendly workplace, now is the perfect time to start the conversation.
After all, the future of work isn’t just flexible. It’s fair, inclusive and built on meaningful conversations. 🚀
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Do you have any questions about today’s blog, need help in becoming legally compliant with contracts/policies or can we support you in taking away any people pains to give you peace of mind?
If you answered yes to any of the above, just give us a call at CUBE HR on 01282 678321, or book in a FREE 30 Minute HR Health Check here FREE HR Health Check and we’ll happily give your business a full HR overview with our personal recommendations absolutely FREE!
Why not also check out last weeks blog What Employers Don’t See Working Parents Carry Every Day.
We also have a YouTube channel with loads of handy videos outlining various HR related scenarios.
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