One year after the implementation of the UK's Flexible Working Act, many employees continue to encounter significant obstacles when attempting to secure flexible work arrangements, as revealed by a recent study conducted by Phoenix Group. This research is particularly crucial as it shines a light on the ongoing challenges that remain, despite the law's primary aim to facilitate easier access to flexible working from day one.

The findings of this study are concerning, with nearly one in three (28%) workers who requested flexible working arrangements reporting that their requests were denied. The primary reason cited for these denials stems from employers' worries about potential impacts on productivity. This scenario indicates a persistent disconnect between what workers seek in terms of flexibility and what many employers are willing to accommodate.

Moreover, the study indicates that an overwhelming 68% of employees believe they would be significantly more efficient if granted the option to work flexibly, allowing them to have control over their hours and work locations. However, despite this clear desire for flexibility, only 21% of workers stated that they had successfully applied for such arrangements in the past year, and an equal percentage reported having their requests denied. This stark contrast between worker aspirations and employer practices raises important questions about workplace culture and management strategies.

Sara Thompson, Chief People Officer at Phoenix Group, expressed her disappointment regarding the findings, stating, “The introduction of the Flexible Working Act is an important tool to help workers balance their jobs with other responsibilities and interests outside of work. It is therefore disappointing that many are facing barriers with some employers worried about how flexibility could impact on a worker’s productivity.” This comment underscores the need for employers to reassess their attitudes towards flexible working.

Furthermore, the research conducted by Phoenix Insights indicates a strong desire among employees for flexibility. Specifically, 62% of workers expressed a preference for adjustable working hours, while 43% indicated a desire for more options regarding their work location. Despite these preferences, many flexible work requests are turned down due to various reasons; 27% of employers doubt the efficacy of flexible working, 24% cite business needs, and 21% mention a lack of resources to implement these changes.

The results of this study highlight a significant discrepancy between the expectations of workers and the provisions made by employers. Since the law was enacted, a majority of workers have not changed their working arrangements. Only 15% reported making any modifications, with a staggering 78% continuing under their existing conditions. Among those who did adapt, the most common change involved working full-time with remote options. Notably, the data revealed that men (65%) were more likely to make this adjustment compared to women (45%).

Thompson further emphasized the importance of adapting to the growing demand for flexibility, stating, “As the demand for flexibility grows, it is in employers’ best interests to engage proactively with their workforce and, where possible, to enable their workers to work in a flexible way, alongside managing business needs.”

Despite the provisions outlined in the Flexible Working Act, awareness of these rights remains a significant hurdle. More than half of the workforce (55%) is reportedly unaware of their entitlements under the Act, and over one-third (36%) of employees claimed that their employer or manager has never discussed the law with them. This lack of communication exacerbates the issues surrounding flexible working.

Thompson concluded by warning employers that those who fail to embrace flexible working risk losing valuable talent, particularly among demographics such as parents, caregivers, and older workers who stand to gain the most from increased flexibility. “At Phoenix, we have fostered an environment where flexible working is the norm,” she added, highlighting the importance of creating a supportive workplace culture.