It can boost productivity. Flexible workers tend to be more productive. According to research from the University of Birmingham, over three-quarters of managers (76%) think that flexible working increases productivity.
It will increase your talent pool. Flexible working is in high demand. The 2022 Timewise Flexible Jobs Index found that while 9 in 10 UK workers want to work flexibly, only 3 in 10 jobs are advertised with flexible options. Employers who advertise flexible jobs from the outset will open themselves up to more talent.
It can support retention. Recent research from Working Families shows that over half of parents in the UK (55%) would be likely to consider leaving their job for another role that offered better flexibility. Offering flexible roles will help to reduce staff turnover. It can also be a valuable reasonable adjustment for disabled people enabling them to remain in their job.
It can further your equity, diversity and inclusion objectives. There is evidence that offering flexible options for roles at the point of recruitment can help close the gender pay gap, provide more opportunities for disabled workers, and support people with caring responsibilities, as well as older workers.
It’s good for the economy. Flexibility isn’t just a perk. It helps people re-enter the labour market. According to Mother Pukka’s and Sir Robert McAlpine’s Flexonomics report, increased flexible working could unlock £55 billion in the UK economy.