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Flexible working has become a normal part of how many SMEs hire, support and keep good people. It helps employers build more productive teams while giving employees more control over working hours and better work life balance.
It matters from a legal point of view, too. In the UK, as of April 2024, employees have a statutory right to request flexible working from the first day of employment, and employers must consider flexible working requests and respond within two months.
So, what is flexible working, how does flexible working fit into modern businesses, and what should employers know before they put flexible working policies in place?
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What is flexible working?
Put simply, flexible working means agreeing a working pattern that differs from an employee’s standard contracted hours, days, location, or start and finish times.
That means flexible working can cover flexible start and finish times, part time working, compressed hours, remote working, hybrid working and job sharing. The term is broad because different businesses and different employees need different kinds of flexibility.
In other words, what's considered flexible working will depend on the job, the team and what works in practice for the business. For some people, it means flexible working hours around school runs or caring responsibilities. For others, it means working reduced hours, splitting time between home and the office, or working full time hours across fewer days.
What does flexible working mean in practice?
Flexible working offers more choice over when, where or how someone works.
That doesn't mean there are no boundaries. Many flexible working arrangements still include core hours, set handover points, team meetings and clear expectations around availability. The difference is that employers are giving people more freedom within a structure that still supports the needs of the business.
Good flexible working policies are clear, fair and practical. They help managers handle requests consistently and help employees fully understand what is possible in their role.
What are the different types of flexible working?
Flexible working hours and flexible hours
Flexible working hours usually mean employees can vary their start and finish times, as long as they work their agreed hours and are available during any core hours the business sets. This kind of flexi time can work well for employees who want to start early, finish early, or adjust their working hours around family life, commuting or health needs.
Part time working
Part time working means working fewer hours than the standard full-time week. That could mean fewer days, shorter days, or part time hours spread differently across the week. For employers, part time working can help retain experienced people who might otherwise leave. For employees, it can create more breathing room in their working lives and support better work life balance.
Compressed hours
Compressed hours allow someone to work their usual hours over fewer days. For example, an employee might work full time hours across four longer days instead of five standard ones. This can be a good fit where the role needs full coverage across the week but the employee wants fewer days in the office or at work.
Job sharing
Job sharing is when two people split one full-time role and its responsibilities between them. It can help employers keep important roles covered while offering more flexibility to both employees.
Remote working and hybrid working
Remote working means carrying out some or all of a job away from the usual workplace. Hybrid working usually means splitting time between home and the office. For many SMEs, hybrid working has become one of the most common forms of flexible working because it offers a balance between focused work at home and face-to-face time with the team.
Other flexible working arrangements
Other flexible working arrangements can include phased retirement, term time working or tailored patterns that suit the role and the person doing it. The right setup will depend on the job and what the business can support.
What are the benefits of flexible working for employees?
One of the biggest benefits of flexible working is better work life balance. Employees with more control over their working hours often find it easier to manage family responsibilities, personal commitments and day-to-day life without feeling stretched in every direction.
Flexible working can also reduce stress. Less commuting time, fewer disruptions and more freedom over the day can all make a real difference to wellbeing.
For some employees, working flexibly also means being more productive. People are often able to do their best work when they can work during their peak focus hours rather than sticking rigidly to one pattern that does not suit them.
When it’s managed well, flexible working can also help reduce burnout and absenteeism. Trusting employees and giving flexibility can lead to fewer sick days and healthier boundaries around work.
What are the benefits of flexible working for employers?
The benefits of flexible working are just as strong for employers. Offering flexible work options can help businesses attract top talent by opening up the geographical talent pool and making roles more appealing to a more diverse group of candidates.
Flexible working can also improve retention. When employers give flexibility, they are often better able to keep valued people whose circumstances change over time.
There's also a productivity case. Nearly 40% of organisations say home or hybrid working has increased productivity or efficiency. And, 76.5% of managers believe flexible working increases productivity.
That point matters because flexible work models often shift performance management away from presenteeism and towards actual output and results. That can help managers focus on what really matters, the quality and impact of the work being done.
For some organisations, remote working and hybrid working can also reduce overheads and make better use of office space.
What are the disadvantages of flexible working?
There are clear advantages and disadvantages to any flexible working setup. Flexible working isn't automatically the right fit for every role or every business.
One of the main disadvantages of flexible working is that communication can become harder when people are working different hours or across different locations. Coordination takes more planning, and managers need to be clear about priorities, deadlines and handovers.
Culture can be harder to maintain too, especially when there is less time together in a central workspace or office. Some employees may feel isolated when working remotely for long periods.
There can also be disadvantages of flexible working for individuals. Boundaries can blur, especially with remote working, and some people find it harder to switch off at the end of the day.
And while flexible hours suit many people, they don't suit everyone. Some employees thrive on routine, and some roles need fixed coverage or physical presence. In those cases, employers may need a different approach.
But, the point of flexible working is flexibility. As long as an arrangement works for the role and is applied fairly, flexible working doesn't have to look the same for everyone. For example, one employee might choose to finish early under a flexi time policy, while another may prefer to work standard hours.
What are the rules for flexible working in the UK?
Since April 2024, employees in England, Scotland and Wales have had the legal right to make a statutory flexible working request from their first day of employment. That applies regardless of the size of the business.
Employees can make up to two flexible working requests in a 12-month period and they no longer need to explain what impact their request might have on the business.
A flexible working request can relate to working hours, working days, start and finish times, the place of work, or a combination of these. That means employees can ask for changes such as part time hours, compressed hours, remote working, hybrid working or flexi time.
Statutory flexible working requests should be made in writing. They should set out the change being requested, when the employee would like it to start, confirm that it's a statutory request and say whether a previous request has been made.
Employers must deal with flexible working requests reasonably and give a decision within two months, unless an extension is agreed with the employee.
A request can only be turned down for one or more of the permitted business reasons, including:
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burden of additional costs
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detrimental effect on ability to meet customer demand
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inability to reorganise work among existing staff
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inability to recruit additional staff
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detrimental impact on quality
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detrimental impact on performance
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insufficiency of work during the periods the employee proposes to work
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planned structural changes
In practice, that means employers should have a clear process for reviewing requests, keeping a written record, communicating decisions, consulting with the employee before refusing a request and offering an appeal process where appropriate. This helps show good practice and gives employees a clearer understanding of how decisions are made.
It's also worth being careful where childcare, caring responsibilities or disability are involved, as equality law risks can come into play. If a request may raise those issues, it is sensible to get HR or legal advice before making a final decision.
How to handle flexible working requests fairly
You should follow your business policy for handling a flexible working request. If you
For best practice, when reviewing a flexible working request, start by looking at the role. Ask what the job needs, where there is room for flexibility and what support managers need to make it work.
Try to focus on outcomes. Flexible working tends to work best when managers assess output, quality and team impact, rather than whether someone is visibly at their desk at a set time.
For more guidance on how to handle flexible working requests fairly, take our free bite-sized training course on the Breathe Growth Academy.
Is flexible working right for your business?
For many SMEs, yes. Flexible working can improve productivity, widen your talent pool, support work life balance and make working lives easier for your people.
But the right answer depends on the work itself. If a role depends on face-to-face customer service, equipment on site or fixed shift coverage, flexible working arrangements may need tighter boundaries or may not be suitable in the same way.
The key is not trying to copy another company’s model. It’s about creating a flexible working policy that supports both your team and your business in a fair, workable way.
If you want to make flexible working easier to manage, Breathe’s flexible working requests tool can help you handle requests more consistently, stay on top of deadlines and keep a clear record of decisions as your team grows. Try Breathe for free for 14 days.
FAQs about flexible working
Can an employer refuse a flexible working request?
Yes, but only if they have a valid business reason. Employers still need to consider the request properly and respond within two months.
What are flexible work hours?
Flexible work hours are working hours that can move around a little, rather than following one fixed pattern. They often sit around core hours, so employees have some freedom while teams still stay connected.
Do all employees have the legal right to request flexible working?
In the UK, employees have had the legal right to request flexible working from the first day of employment since April 2024. Employers still do not have to agree to every request, but they do have to consider it fairly.
Flexible Working
