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 can be overcome, and how HR can support staff opting for more flexible working arrangements.

This factsheet was last updated by Lisa Ayling, solicitor and employment law specialist, Louisa Baczor and Ally Weeks.

Louisa Baczor

Louisa Baczor: Research Adviser

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. 

Ally Weeks

Ally Weeks: HR Consultant

Ally is a highly experienced HR practitioner with a 20-year successful track record of working with a range of small to medium and blue chip businesses.  In that time, she has led many HR initiatives to meet business objectives, both as a manager and consultant. 

Since joining the CIPD in 2011, Ally has been a lead tutor and trainer on workshops for the CIPD’s qualifications at levels 3, 5 and 7. She now uses the breadth of her knowledge to scope, design and develop new content and assets for the CIPD’s digital and face-to-face short courses and learning platforms. Identifying and using insights from contemporary learning techniques, trends and academic research, Ally is proactive in keeping others aware of key HR developments and opportunities.

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