The initial flexible working pilot, the Flexible Working Ambassadors Programme, launched in June 2023, was designed to enable flexible working in schools. The extension was announced last Friday (23 May).
In a statement, Catherine McKinnell, the government’s schools minister, described the programme as a success, emphasising that it had positively impacted the working lives of those involved.
She said: “I’ve seen first hand how working flexibly can transform teachers’ lives for the better and drive high and rising high standards for their pupils.”
The reported success of the flexible working scheme shows that firms with roles that might not be traditionally considered for flexible working might want to re-evaluate their approach, according to Ruth Rule-Mullen, head of the public sector employment team at law firm Forbes Solicitors.
Rule-Mullen told HR magazine: “The government’s programme shows that it is possible, with some consideration, to make flexible working an option, where it was once thought impossible.
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“However, employers need to be mindful as to whether flexible working suits each employee – it is not a one-size-fits-all solution.”
She added that some employees might want to retain elements of the traditional, formalised work environment, and access easy support. Employers must recognise also that working from home can feel isolating and may be unsuitable, she continued.
When planning flexible work arrangements, it's critical that employers proactively factor in health and safety considerations, as well as communication, information sharing and risk assessment tools, added Rule-Mullen.
There is no evidence to support that roles can’t be adapted to become flexible, said Sarah Clark, chief revenue officer at law firm The Legal Director.
Speaking to HR magazine, she said: “When you strip roles back to what’s really essential – not the office, not the optics, but the actual work – there’s almost always room to adapt.”
For Clark, experimenting with how roles are carried out means that firms may secure access to professionals who would have otherwise not considered the role. Employers may also gain improved loyalty, commitment and engagement.
Cynthia Mühlemann De-Bruce, European culture and engagement strategist for workplace culture firm OC Tanner, added that flexibility is fast becoming a top-tier recruitment tool for workers of all types.
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De-Bruce told HR magazine: “Flexibility is not only expected by traditional office-based workers, it’s increasingly being sought by all employees, including deskless workers, as part of a fair and equal culture.”
She added that a desire for equitable flexibility means ensuring that all workers have access to flexibility, and that employers should work to reimagine what flexibility means.
“Workplace flexibility shouldn’t be viewed in a binary way, especially as most requests for greater flexibility encompass doctor or dentist appointments, working from home when a child is sick, or performing a task in a new way,” De-Bruce continued.
“When flexibility is viewed more broadly, the ability to deliver it to everyone becomes increasingly possible."
