How To Implement Flexible Working Without Impacting Productivity

Flexible working has become a normal part of working life for many UK employees, giving people more choice over when, where and how they work. From hybrid working and flexible hours to compressed weeks and job sharing, these arrangements can help businesses attract and retain talent, support employee wellbeing, and maintain productivity. 

However, successful flexible working requires more than simply allowing people to work from home occasionally. Employers need clear expectations, good communication, and opportunities for colleagues to stay connected wherever they spend their working week. 

So, does flexible working improve productivity, and how can businesses introduce it successfully? We explore the benefits, different approaches, and practical considerations below. 

Key takeaways

• Flexible working gives employees more choice over when, where and how they work. UK employees have the statutory right to request flexible working from their first day of employment
• Flexible working arrangements can include hybrid and remote working, flexitime, part-time hours, compressed hours, and job sharing
• Flexible working can support productivity, recruitment, retention, employee wellbeing,  and work-life balance
• Clear policies, expectations and communication are essential when introducing flexible working
• Bringing colleagues together through in person team building remains important for maintaining relationships and a strong team culture across flexible and hybrid teams

Flexible working is an arrangement that gives employees some flexibility over where, when, or how they work. 

Rather than every employee automatically following the traditional Monday to Friday, 9 to 5 office routine, businesses can offer working patterns that better reflect the requirements of individual roles and employees. That might mean allowing somebody to start and finish earlier, work from home for part of the week, or complete their contracted weekly hours across fewer days. 

However, flexible working doesn’t mean working without structure. Employees still have responsibilities, deadlines and agreed hours or outputs to meet, so the right approach should balance individual flexibility with the practical needs of the business.  

What is the UK’s flexible working policy?

In the UK, employees have the statutory right to request flexible working from their first day of employment. This could include changes to the number of hours they work, their start and finish times, the days they work, or where they work.

Employees making a statutory flexible working request should put it in writing, either by email or letter. The request must include:

• The date of the request
• A statement confirming that this is a statutory request for flexible working
• Details of the flexible working arrangement being requested
• The date the employee would like the change to begin
• Whether they have made a previous statutory flexible working request to the same employer, and if so, when

Employees can make up to two statutory requests within a 12-month period, with only one request active at a time. 

Employers must consider requests reasonably and consult with the employee before refusing one. A decision should usually be made within two months unless a longer timeframe is agreed.

Employers can refuse a request for certain business reasons, including additional costs, an inability to reorganise work among existing staff, a negative impact on quality or performance, or an inability to meet customer demand. 

Having a clear flexible working policy can help employees and managers understand how requests are made and considered.

What are the different types of flexible working?

There are several different types of flexible working, including:

• Hybrid working: employees divide their working time between the workplace and another location, usually their home.
• Remote working: staff complete some or all of their work away from the organisation’s usual workplace.
• Flexitime: employees have flexibility around their start and finish times, often while working agreed core hours. 
• Compressed hours: an individual works their usual number of contracted hours across fewer days, such as completing full-time hours over four longer working days.  
• Part-time working: employees work fewer hours than a full-time role.
• Job sharing: two people share the responsibilities and hours associated with one full-time position. 
• Staggered hours: employees have different start, finish or break times from other members of the team.
• Term-time working: team members work during specified periods of the year, often corresponding with school terms.

Businesses may offer one or several arrangements depending on their employees, roles and operational requirements.

Benefits of flexible working for employers

The benefits of flexible work arrangements aren’t limited to employees. A well-managed flexible working policy can offer several advantages for employers, including: 

• Recruitment and retention: more flexibility can make roles attractive and accessible to a broader pool of candidates, while helping businesses retain employees who value a working pattern that fits around their lives. 
• A more inclusive workforce: flexible arrangements can remove some of the practical barriers faced by employees with different responsibilities and circumstances. 
• Improved employee motivation: giving employees more flexibility over how they work can help them feel trusted and more engaged in their role. 
• Reduced absence: more flexibility can make it easier for employees to balance work with personal responsibilities, and may help reduce sickness and stress-related absence. 
• Greater operational flexibility: different working patterns can give businesses more flexibility around when employees are available and services can be provided. 

Flexible working can play an important role in how organisations attract, support and retain their people, rather than being seen simply as an employee perk.

How flexible working impacts productivity

The Chartered Institute of Personnel and Development’s (CIPD’s) Flexible and hybrid working practices in 2025 report found that 41% of employers believed increased home or hybrid working had improved productivity or efficiency, compared with 16% who believed it had reduced it. 

So, how does flexible working improve productivity? More control over the working day can help employees work when they’re most focused, reduce time and energy spent commuting, and make it easier to balance responsibilities outside work. 

However, the relationship between flexible working and productivity depends on how these arrangements are managed. Clear objectives, regular communication, and access to the right technology can help employees stay productive, while working flexibly.

Benefits of flexible working for employees

Flexible working can give employees more control over their working lives. Some of the main employee benefits of flexible work include:

• Better work-life balance: flexible hours can make it easier for employees to balance work with their personal lives and everyday responsibilities. 
• Less time spent commuting: working remotely for part of the week can reduce the time, cost and energy associated with travelling to and from work. 
• Better control over their working day: flexibility over when and where they work can help employees plan their schedules around when they are most productive. 
• Improved wellbeing: more flexibility can make it easier to manage appointments, caring responsibilities and other personal commitments alongside work. 

These benefits can also have a positive impact in the workplace, helping employees feel trusted, supported and more engaged in their roles. Businesses can explore more ways to improve employee engagement and create a positive working environment.

How to implement flexible working hours

When considering how to implement flexible working, think about which arrangements are practical for different roles, and speak to employees about the flexibility they value. 

When deciding how to implement flexible working hours, consider these steps:

1. Create a clear policy. Outline the flexible working options available, how employees can request them, and how requests will be considered. 
2. Set clear expectations. Establish responsibilities, availability or core hours, and how performance will be measured. 
3. Support managers. Give managers the guidance they need to communicate effectively and manage employees working different patterns. 
4. Provide the right technology. Make sure employees can access the systems and communication tools they need to work and collaborate effectively. 
5. Review what works. Gather feedback from employees and managers, and adjust arrangements where necessary. 

Businesses may also choose to trial new flexible working arrangements before making longer-term changes, helping identify any practical issues early.

How to balance flexible working with team building

Flexible working can give employees more independence, but spending less time together can reduce the everyday interactions that help build strong workplace relationships. 

Regular team events give colleagues the chance to reconnect away from their usual working environment. Team building experiences that encourage communication, collaboration and genuine interaction can help strengthen relationships and keep flexible teams connected. 

Read more about the benefits of team building or use our team event planning checklist to start organising your next event.

Flexible working may have changed when and where teams work, but strong relationships between colleagues remain just as important. 

At Team Tactics, we’ve been bringing teams together through memorable corporate experiences for 30 years. From indoor team building activities and outdoor team building challenges to charity events and bespoke company away days, our experiences are designed to get colleagues communicating, collaborating and enjoying time together. 

Whether your team works remotely, follows a hybrid schedule or simply needs an opportunity to reconnect outside of the workplace, we’ll help you to find an experience that works for your people and your objectives. Explore our favourite team building events or get in touch today to start planning your next event.