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:
- Job satisfaction.
- Work-life balance.
- Health and wellbeing.
- Staff retention and recruitment.
- Inclusion and diversity.
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
Report: An update on flexible and hybrid working practicesDownload the report
Case studies: An update on flexible and hybrid working practicesDownload the case studies
Our research suggests that, to be successful when implementing flexible and hybrid working practices, employers should:
- Allow workers to request flexible working from day one of employment.
- Raise awareness of different forms of flexible working.
- Consult with employees when designing flexible or hybrid working practices.
- Assess risks based on equality and inclusion.
- Provide support and training for managers.
- Focus on outcomes, rather than being ‘present’ in the office.
- Invest in appropriate technology.
- Maintain a strong focus on employee health and wellbeing.
- Implement plans to avoid overworking and burnout.
Read our submission to the UK’s Chancellor, ahead of the March 2024 budget statement
Use our flowchart to assess roles for hybrid working, considering the nature of the work undertaken in a role
We outline the key pieces of legislation set to come into force in the UK and explain their implications for employers and employees
Insight from the CIPD’s survey into factors driving pay decisions in UK workplaces and recommendations for practice
Find out about the importance of neuroinclusive workplaces, what employers are doing and the working experiences of neurodivergent and neurotypical employees
Read our latest Labour Market Outlook report for analysis on employers’ recruitment, redundancy and pay intentions this winter