Flexible working arrangements are here to stay!
There’s been a lot of talk about the push and pull among companies regarding work arrangements since COVID-19 ended.
Some have embraced fully remote or remote-first setups, while others are scaling back flexibility, forcing employees back to the office.
Mercer’s 2024 Global Talent Trends Report, drawing on insights from 845 C-Suite executives, 1,920 HR leaders, 9,449 employees, and 84 investors across 17 geographies and 16 industries, provides valuable insight into the reality of flexible work arrangements.
Mercer's report confirms what I and so many others have been advocating for a while now: flexible working arrangements are here to stay!
The report also shows that 41% of companies will be updating their approach to flexible working this year, with 10% planning to tighten their flexible work arrangements. This means that 31% of companies are still planning to increase their flexibility!
According to the report, we’ll be seeing an increase in flexibility this year, but it probably still won’t become the dominant model as:
38% of companies are on-site full-time
16% of companies are on-site most of the time
27% of companies are hybrid 50/50
10% of companies are remote most of the time
10% of companies are remote all of the time
Mercer’s 2024 Global Talent Trends report shows that flexibility has become non-negotiable for most employees. While it is not yet the dominant model of work, companies are recognising the need to increase flexibility to attract and retain top talent.
With only 10% of companies offering ‘fully remote’, the remote job market is highly competitive. Relying on a spray-and-pray approach is no longer enough to land a remote job.
But I can help...
YES! HELP ME GET A REMOTE JOB!
And now a bit more about flexible working arrangements. They are no longer just perks—they’re becoming the new standard. Whether you’re an employer or an employee, understanding your options and how to implement them is essential for staying competitive, productive, and satisfied at work.
What Are Flexible Working Arrangements?
Flexible working arrangements refer to any work schedule that deviates from the traditional 9-to-5 model. They give employees greater control over where, when, and how they work, helping to improve work-life balance, reduce stress, and boost productivity.
Types of Flexible Working Arrangements
1. Remote Work
Employees work entirely from home or a location of their choice.
2. Hybrid Work
A mix of remote and in-office work, often structured around team or company needs.
3. Flextime
Employees choose their start and end times within agreed-upon limits (e.g., 7 a.m. – 3 p.m. or 10 a.m. – 6 p.m.).
4. Compressed Workweeks
Employees work the same number of hours across fewer days (e.g., four 10-hour days instead of five 8-hour days).
5. Job Sharing
Two employees share the responsibilities of one full-time role.
6. Part-Time Work
A reduced schedule that can be fixed or flexible.
7. Results-Only Work Environment (ROWE)
Performance is measured by output, not hours worked.
Benefits of Flexible Working
For Employees:
Better work-life balance
Lower stress and burnout
Greater autonomy and job satisfaction
For Employers:
Increased employee retention
Wider talent pool
Higher productivity and engagement
Lower absenteeism
How to Request a Flexible Working Arrangement
Assess your needs – Determine what type of flexibility you need and why.
Prepare a proposal – Outline how the arrangement will benefit both you and the company.
Be proactive – Offer solutions for communication, performance tracking, and team coordination.
Schedule a formal request – Use your company’s policy or follow legal guidelines if applicable (e.g., UK employees have a legal right to request flexible working).
How Employers Can Implement Flexible Work Policies
Audit job roles – Not all roles need to be remote, but many can be flexible.
Build trust – Focus on output rather than micromanagement.
Set expectations – Define availability, communication protocols, and accountability structures.
Provide the right tools – Ensure access to video conferencing, project management software, and secure cloud storage.
Common Challenges and How to Overcome Them
Communication gaps: Use Slack, Zoom, Notion, or Teams for transparent collaboration.
Team cohesion: Schedule regular check-ins and virtual team-building activities.
Performance tracking: Shift to output-based KPIs instead of hours logged.
Global Legal Considerations
UK: Employees can request flexible working after 26 weeks of employment. Employers must consider the request fairly.
Australia: Certain employees (e.g., parents, carers) have a legal right to request flexible arrangements.
US: No federal law requires flexible working, but many companies offer it as part of their benefits.
Examples of Flexible Work in Practice
Dropbox: “Virtual First” policy with remote work as the default
HubSpot: Hybrid model with location flexibility
Basecamp: Fully remote with async-first communication
Final Thoughts
Flexible working arrangements are here to stay. Whether you’re seeking a better work-life balance or looking to attract top talent, building flexibility into your workplace culture is not just progressive—it’s essential.
FAQ
-
A flexible work arrangement is a work setup that allows employees to adjust their schedule, location, or hours outside the traditional 9-to-5 office model. It includes options like remote work, flextime, and compressed workweeks.
-
An example of a flexible working arrangement is flextime, where an employee starts and ends their workday at different times—such as 7 a.m. to 3 p.m.—instead of the standard 9 a.m. to 5 p.m., while still working the required hours.
-
Flexible working means having the freedom to choose how, when, and where you work. It supports work-life balance and productivity by offering alternatives to fixed schedules and on-site roles.
-
As of April 2024, UK employees can request flexible working from day one of employment, instead of after 26 weeks. Employers must respond to requests within two months and provide valid reasons if refusing.
*This week’s article is inspired by Molly Johnson-Jones