Flexible Working & Work–life Balance
In today’s evolving work landscape, the demand for flexible working in the UK continues to grow as workers prioritise a healthier balance between their personal and professional lives. As part of our ongoing commitment to support working people, The Workers Union is championing the benefits and rights associated with flexible work.
Flexible working arrangements are no longer a luxury reserved for a few – they are becoming a critical component of a modern, inclusive, and resilient workforce. This page explains what flexible working means, how recent legislative updates such as the Flexible Working Bill affect workers, and how you can take steps to improve your work–life balance.
What is flexible work?
Flexible work refers to employment practices that allow adjustments in working hours, location, and patterns. This can include:
- Working from home or hybrid setups
- Compressed hours (e.g. a four-day week)
- Flexitime (choosing start and finish times)
- Job sharing or part-time work
- Annualised hours or staggered shifts
This flexibility gives workers greater autonomy over their schedules and has been shown to increase productivity, improve mental health, and reduce absenteeism.
Key benefits of flexible work
- Improved mental wellbeing: Less commuting and more control over daily routines.
- Better family and caregiving balance: Supporting workers who need to juggle home responsibilities.
- Increased engagement: Happier workers are more loyal and motivated.
- Greater inclusion: Opens doors for workers with health conditions, disabilities, or other access needs.
The Flexible Working Bill: What you need to know
The Flexible Working Bill, officially known as the Employment Relations (Flexible Working) Act 2023, received Royal Assent on 20 July 2023 and came into effect in April 2024. This legislation marks a significant shift in employment rights across the UK.
Key changes introduced by the Flexible Working Bill
- Workers now have the legal right to request flexible working from day one of employment.
- Employers must respond to a flexible working request within two months (previously three).
- Workers can make two requests per year, an increase from one.
- Employers are now required to consult with the worker before rejecting a request.
This change reflects a growing consensus across industries that flexible working is no longer an exception — it is becoming a standard.
Employment Relations (Flexible Working) Act 2023 – UK Parliament
Flexible working in the UK: The national picture
In the UK, flexible working has evolved from an optional benefit to a central component of workforce planning. The COVID-19 pandemic accelerated this shift, prompting both public and private sectors to reassess how and where work gets done.
- A CIPD survey found that 87% of workers want to work flexibly, yet only 49% say they do so.
- Women, carers, and older workers are particularly likely to benefit from improved flexible work policies.
- The government’s focus on flexibility is also part of a broader drive to improve economic participation and retention.
How to request flexible working
Under current UK employment law, you have the legal right to request flexible working. Here’s how the process works:
- Prepare your case: Think about what arrangement you are seeking and how it will benefit both you and your employer.
- Submit your request: This can be done in writing or via your HR platform. You don’t need to explain how childcare or personal commitments play into your request.
- Await a decision: Your employer has two months to respond. They must provide clear business reasons if they decline the request.
- Appeal or resubmit: If rejected, you can challenge the decision or make a new request later in the year.
Tips to improve your work–life balance
Achieving work–life balance isn’t just about reducing hours. It’s about ensuring that your work fits around your life — not the other way around. Here are a few practical suggestions:
- Prioritise tasks: Focus on high-impact tasks and learn to delegate where appropriate.
- Set boundaries: Establish clear start and end times for your working day.
- Take regular breaks: Short, scheduled breaks improve focus and wellbeing.
- Use your leave: Make use of paid time off to rest and recharge.
- Communicate openly: Let your manager know what you need to succeed.
Need help understanding your rights?
Flexibility at work isn’t a trend — it’s a transformation. As UK employment law continues to evolve, workers must stay informed and empowered to shape the kind of working life that suits their needs. Once you join us, we’re here to help every step of the way.
Frequently Asked Questions
Flexible working includes any arrangement that changes where, when, or how long you work. This could mean remote work, adjusted start/end times, or working fewer days per week.
Yes, but only for valid business reasons such as cost, performance impact, or lack of available work during the proposed hours. They must also consult with you before declining.
No. As of April 2024, all workers have the right to request flexible working from their first day on the job.
No. Part-time work is just one form of flexible working. Other types include job sharing, hybrid working, and compressed hours.
Visit the ACAS website (acas.org.uk) or speak with your HR department. The Workers Union is also here to support and guide you.
I want to join
Join us today – it’s easy!
You’re just a few clicks away from investing in a better future for working people
I’m a member
All the support and advice you need
Log in to your account. Full access to your resources, contacts, personal dashboard, and instant advice.
