Research shows that many of us would like to work more flexibly. Lack of flexibility can even prompt some employees to look for a new job or even leave a sector altogether. Quality flexible working can help: 

  • address skills shortages 
  • attract and retain talent and support diversity 
  • narrow the gender pay gap
  • improve employee job satisfaction and loyalty
  • support employee wellbeing and work-life balance
  • empower organisations to be more agile and responsive to change.

While there is no single formally agreed definition of flexible working, the CIPD defines flexible working as giving flexibility over where, when and the hours people work. Flexibility can be an individual arrangement for an employee, or it can be a way of working embedded into organisational culture.

In addition to this guide, the CIPD offers a range of flexible, hybrid and remote working tools to help people professionals implement, manage and monitor models that work for different organisations. 

The term flexible working is used to cover a wide range of working arrangements, including (but not limited to): 

  • part-time working
  • job-sharing
  • flexitime
  • compressed hours
  • annualised hours
  • term-time working
  • working from home
  • non-linear working days
  • remote or hybrid working. 

With high demands for flexible working arrangements from employees, it’s vital that people professionals can plan and manage flexible working in a way that meets demand, follows current employment legislation and suits business needs. 

This guide gives advice on how to implement different types of flexible working and how to measure and evaluate those arrangements.

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