Flexible working is on the rise, giving employees flexibility on where, when and the hours they work. It's traditionally been associated with the needs of parents and carers, but increasingly organisations are recognising the business benefits of a more flexible way of working.

This factsheet discusses flexible working as a strategic tool organisations can use to improve performance and productivity. It outlines the different types of flexible working arrangements available, including part-time and compressed hours, mobile working and career breaks. It looks at the potential benefits of flexible working, both direct and indirect. Finally, it offers the legal perspective and some ideas on how flexible working can be implemented, how common barriers in organisations can be overcome, and how HR can support staff opting for more flexible working arrangements.

CIPD viewpoint

What is flexible working?

The potential benefits of flexible working

Implementing flexible working practices

The legal position

Useful contacts and further reading

This factsheet was last updated by Lisa Ayling, solicitor and employment law specialist, and by Louisa Baczor, CIPD Research Associate.

Louisa Baczor

Louisa Baczor: Research Associate

Louisa joined the CIPD in 2015, specialising in research for the CIPD’s Profession for the Future programme. This research explored what it means to be a professional, key drivers impacting the future of work, and how practitioners apply ethical principles when making people management decisions.

Louisa’s current research is investigating the future of voice in the workplace, and how organisations can enable people to have a meaningful voice at work. Prior to this, she worked on workplace well-being, employability, and professional identity streams.

With an undergraduate degree in psychology, Louisa studied the changing roles of HR and impact on trust during a Master’s at the University of Bath. 


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