CIPD viewpoint
Explore the CIPD's collected perspective on the key issues impacting work, including recommendations, supporting evidence and links to resources for policymakers and employers
Explore the CIPD’s point of view on flexible working, including actions for Government and recommendations for employers
With its many benefits, we believe flexible working should be the norm - not the exception - for UK workers, and central to the creation of inclusive and productive workplaces. In the context of a global pandemic, flexible working remains as relevant as ever for both employers and policymakers.
More action is needed to increase the uptake of flexible working arrangements to create more inclusive, diverse and productive workplaces that suit both the needs of organisations and individuals.
While everyone in the UK has a statutory right to request flexible working, the number of people using the main forms of flexible working has plateaued over the last decade. Nearly nine in ten jobs are still not advertised as flexible - even though research shows that 87% of employees in the UK would like to work more flexibly.
This lack of flexibility means that workers with caring responsibilities of different kinds, or disabilities or health conditions, or those who are looking to reduce hours and downshift as they move towards retirement, often find it difficult to find employment, progress or stay in work.
Consequently, organisations that fail to provide inclusive flexible working opportunities struggle to recruit, motivate and retain the workers they need, finding it challenging to boost diversity and inclusion.
The CIPD’s view is that flexible working practices should be the norm - not the exception - for UK workers, and are central to the creation of inclusive and productive workplaces.
Flexible working can help organisations attract talent and support diversity both across the workforce and at board level. It can improve employee job satisfaction, drive loyalty, support well-being and enable organisations to be more responsive to change.
The CIPD Good Work Index points to a number of barriers to be overcome: Line manager attitudes, lack of senior-level support, concerns about meeting operational and customer requirements, and the nature of the work people do. Performance measures that focus on hours rather than outputs are also a factor, as well as inequality of access to flexible working.
The CIPD is supporting the people profession to use its unique position to break these barriers and promote and support a much wider uptake of flexible working practices. We have run over 20 events across our branch networks in the last 12 months, highlighted successful guidance and case studies, and are also involved in initiatives to support flexible working. This includes:
Explore the CIPD's collected perspective on the key issues impacting work, including recommendations, supporting evidence and links to resources for policymakers and employers
Guidance, practical tools and resources to help you embed flexible working in your organisation
Engaging with ministers, other policy makers and our membership to inform our views to influence government