An update on flexible and hybrid working practices
Our report and accompanying case studies consider the implications, challenges and benefits of hybrid and flexible working for organisations and their employees
Our report and accompanying case studies consider the implications, challenges and benefits of hybrid and flexible working for organisations and their employees
The increase in flexible and hybrid working since the pandemic has involved a considerable shift in mindsets and cultural norms for organisations and their employees, many of whom were used to working traditional hours in an office environment.
While these findings are based on UK data, the broader trends and implications should be of interest wherever you are based.
Today, more than half (51%) of employees say they have flexible working arrangements in their current role, and this number looks set to grow. In the last six months, more than a third of organisations (37%) have seen an increase in requests for flexible working.
In our report, which builds on our Flexible working: Lessons from the pandemic research published in April 2021, we look at the types of flexible working arrangements being offered and show how this relates to:
We also consider how organisations should address potential challenges and risks to ensure they make a success of flexible and hybrid working in the future.
Our research also includes four case studies, which illustrate how organisations (Blood Cancer UK, the Sovini Group, the Financial Services Compensation Scheme and Standard Chartered Bank) have approached flexible and hybrid working across different sectors.
Download the report
Our research suggests that, to be successful when implementing flexible and hybrid working practices, employers should:
Trend analysis and benchmarking data on recruitment, retention and talent management to inform HR and employers on practice considerations and decision-making
In this blog, Lisa Hogan, Membership Development and Communications Manager at the CIPD in Ireland, looks at some of the most important questions organisations should be asking about performance, productivity, trust and wellbeing. She explains how the themes explored at the CIPD in Ireland Thrive Conference can help organisations build the conditions for lasting success.
Follow this pathway of practical tools to build and present an evidence-led business case for learning. Work through the three structured stages, one step and one conversation at a time.
Trend analysis and benchmarking data on recruitment, retention and talent management to inform HR and employers on practice considerations and decision-making
Read our latest Labour Market Outlook report for analysis on employers’ recruitment, redundancy and pay intentions
An annual benchmark of job quality in the UK, providing data and evidence-based insight on how to improve work and working lives
Insights, benchmarking data and recommendations from the CIPD's latest survey on employee benefits