Frequently Asked Questions - All you need to know about recruiting flexible talent

Flexible working can cover changes to where, when, or how long people work. Common options include part-time roles, hybrid or remote working, fractional, consultancy, job sharing, flexitime, compressed hours, annualised hours, term-time only work and staggered start or finish times. The right mix depends on your operational needs and employee preferences. The CIPD’s 2025 report found that 80% of employees say that working flexibly has had a positive impact on their quality of life.

• According to the Employment Relations (Flexible Working) Act 2023, all employees in the UK have the right to request flexible working from day one of their employment. This can include changes to their hours, start and finish times, location, or overall working pattern. Employers must consider requests fairly and can only refuse for valid business reasons, such as impact on operations, additional costs, or inability to reorganise work.
• To manage requests effectively, it’s best to have a clear and consistent process. Employees should submit requests in writing, managers should review them and discuss possible options, and a formal response should be provided once a decision is made. If a request is declined, suggesting alternative arrangements can help maintain good employee relations and engagement.

For more information on employee rights under the law, read our blog on the Flexible Working Act 2023.

While not legally required, a flexible working policy helps set clear expectations for employees and managers, ensuring consistency and reduces the risk of disputes. A good starting point is the ACAS Flexible Working Policy Template, which covers eligibility, request processes, types of arrangements, and grounds for refusal. You can find their sample policy link above for guidance.

For a bespoke policy tailored to your business, we can help you draft one that fits your objectives, addresses your challenges, and complies with UK Law.

Get in touch for a consultation.

Flexible working is possible in almost any sector, even in roles that traditionally seem fixed. It’s about finding solutions that balance business needs with employee flexibility.

Offering flexible working can bring significant advantages for businesses:

· Attracting and retaining talent: Flexible roles are increasingly sought after. Research indicates that companies embracing flexible working can attract more talent and reduce staff turnover, boosting productivity and competitiveness GOV.UK.

· Reducing absenteeism: Flexible working enables employees to manage health conditions and personal responsibilities, leading to fewer sick day. CIPD

· Improving productivity: Studies show that employees with flexible working arrangements report higher productivity levels. For instance, 77% of line managers believe flexible working increases productivity. Working Families.

· Enhancing employee engagement: Flexible working is linked to higher job satisfaction and increased discretionary effort. CIPD

· Supporting diversity and inclusion: Flexible working practices can help build more diverse and inclusive workforces. For example, when insurer Zurich introduced flexible working initiatives, they saw a 66% increase in applications from women for senior roles. Working Families.

· Evidence from four-day work week trials: Dr. Charlotte Rae’s research on four-day workweeks has shown that reduced working hours can lead to a 21% increase in overall well-being, including reductions in stress, emotional exhaustion, and sleep problems. Productivity levels also remained positive, with staff reporting a 19.4% increase in goal attainment. S4DW

Designing roles for flexible working starts with a change in mindset: moving from presenteeism to outcomes and from time management to task management. Focus on the core tasks and outputs of the role, then explore how these could be achieved through different hours, locations, or shared responsibilities.

For example, a full-time position could be split into two part-time roles, a job share, or allow for staggered start and finish times. Office-based tasks might be done remotely a few days a week, while client-facing work follows a fixed schedule.

Involving managers early ensures business operations run smoothly, while employees enjoy flexibility.

Pilot new arrangements, gather feedback, and refine them- this makes flexible working practical, fair, and effective.

Specialist recruitment agencies such as Flex Matters can help by designing roles that appeal to flexible candidates and accessing pre-vetted talent pools. They can also reach candidates who may not be active on mainstream job boards, which can make hiring faster and more efficient.

At Flex Matters, we have been recruiting for flexible working roles for over a decade, even before Covid made flexibility common. This experience helps us assess candidates effectively, match them to the right roles, and know what flexible arrangements work best in different industries. Our networks and past placements make it easier to find qualified candidates quickly and navigate industry-specific challenges in flexible working.

From the initial conversation – advising on a job description, through to setting salary parameters and brokering the flex element of the role. We work hand in hand with you

– handling screening calls (if needed)

– presenting right fit candidates for first interview

– organising second round in-person interviews

– agreeing salary and packages

At all stages of the interview process we keep you and candidates informed and up to speed.

Yes and onboarding new employees is part of our service. We want new employees to be ready for and as prepared for their new job as they can, to enable them so settle in quickly and become an effective part of your team.