The CIPD has released its report Flexible and Hybrid Working Practices in 2025, which explores the current state of these practices from the perspectives of both employers and employees, and the wider impact on areas such as performance, employee engagement, wellbeing, organisational culture, as well as equality, diversity and inclusion.
The CIPD’s findings suggest that flexible working is pivotal to the attraction and retention of talent. It highlights that around 1.1 million employees say they have left a job in the last year due to a lack of flexible working, and this is particularly the case for younger employees.
What are the advantages of flexible working?
Around a fifth say their organisations are more likely to grant flexible working requests following the changes to flexible working provisions implemented in April 2024, including the day-one right to request flexible working.
The Government plans to strengthen flexible working provisions under the Employment Rights Bill by introducing a requirement for employers to explain why it was reasonable to refuse a flexible working request. The report found that if these reforms become law, more than a third expect an increase in the number of flexible working requests their organisation accepts.
Key recommendations for organisations include:
- Prepare for potential changes by updating policies and processes, revising recruitment processes and providing training and support for line managers in managing flexible workers
- Raise awareness of different forms of flexible working, such as compressed hours and job-sharing, and explore how they can be effective in roles that have traditionally been seen as non-flexible
- Develop mutual trust between line managers/senior management and employees in flexible working arrangements
- Consult and collaborate with employees when designing hybrid working practices.
What is the process for managing a flexible working request?
