Beyond the 9-to-5
Decoding the UK’s Most Popular Flexible Work Arrangements
Figure 1: Nine Popular Flexible Working Arrangements in the UK
Forget the traditional 9-to-5! The UK is pioneering a wave of flexible work arrangements, allowing employees to work in ways that suit their needs and lifestyles. These approaches can be categorised into two key areas: where we work (remote, hybrid, homeworking) and when we work (flexi-time, compressed hours, staggered hours, part-time, job sharing, phased retirement). This shift towards flexibility can offer a win-win situation, boosting employee satisfaction and productivity while fostering a happier and healthier workforce.
Flexible working represents the most significant shift in working patterns in living memory because it is designed to suit an employee’s needs rather than the organisation’s needs. The UK government identifies nine approaches to flexible working in Great Britain (the advice differs in Northern Ireland), and this guide decodes the popularity of each.
Category 1: Where We Work
1. Hybrid Working: Bridging the Gap (Adopted by 27.4% of UK workers)
Hybrid work combines office-based work with remote work on a predetermined schedule. This allows employees to split their time between working in a physical office and working from a remote location, often their home. The specific structure varies, with standard arrangements including designated days for in-office work or flexible schedules allowing individuals to choose their work location on particular days.
Hybrid work combines office-based work with remote work on a predetermined schedule. This allows employees to split their time between working in a physical office and working from a remote location, often their home. The specific structure varies, with standard arrangements including designated days for in-office work or flexible schedules allowing individuals to choose their work location on particular days.
Trends in the UK:
Hybrid work has become increasingly popular in the UK post-pandemic. According to a 2023 report by Owl Labs, nearly half (46%) of UK employees currently work in a hybrid format, highlighting a significant shift towards this flexible work model.
Benefits for Employees:
Increased control and flexibility: Hybrid work empowers employees to choose where they work, offering greater control over their work environment and schedule.
Improved work-life balance: This model allows employees to save time and avoid lengthy commutes, potentially enhancing their personal lives and well-being.
Reduced work-related stress: The ability to work remotely from a familiar environment can contribute to lower stress levels and improved overall well-being.
Benefits for Employers:
Access to a broader talent pool: Hybrid options attract individuals seeking flexibility and may not be available for traditional office-based roles, expanding the pool of potential candidates.
Reduced overhead costs: By utilising a hybrid model, organisations may benefit from potential savings on office space, utilities, and other operational expenses.
Increased employee engagement and retention: Hybrid work can contribute to a more satisfied and engaged workforce, leading to improved retention rates.
2. Remote Working and working from home (Adopted by 16.1% of UK workers)
Remote work, often called “working from home”, allows employees to complete their job duties outside of a physical office. Indeed, organisations that enable this working arrangement typically have no physical office. This structure usually involves working from a designated home office or another suitable remote location with access to necessary technology and resources. Communication and collaboration with colleagues primarily occur through digital tools like video conferencing and project management platforms. However, some organisations recognise the need for regular quarterly or annual gatherings to help colleagues socialise.
Trends in the UK:
While not the most prevalent, remote work has gained significant traction in the UK, particularly post-pandemic. A 2023 report by ONS: https://www.ons.gov.uk/ found that 16.1 % of UK employees reported working exclusively from home in 2023, up from 4.9% in 2019, highlighting the growing popularity of this flexible work option.
Benefits for Employees:
Ultimate flexibility and convenience: Employees can work from their preferred location, eliminating commutes and offering greater control over their work environment and schedule.
Improved work-life balance: Remote work can significantly enhance personal time and flexibility, allowing for better management of individual commitments.
Reduced work-related stress: The absence of a commute and potentially fewer distractions can lower stress levels and improve overall well-being.
Benefits for Employers:
Access to a global talent pool: Remote work eliminates geographical limitations, allowing companies to tap into a wider pool of qualified candidates regardless of location.
Reduced overhead costs: Organisations can save on office space, utilities, and other operational expenses associated with a physical office.
Increased productivity: Studies suggest that remote workers can be just as, if not more, productive than their office-based counterparts.
Category 2: When we work
3. Part-time Work: Flexibility for Diverse Needs (Adopted by 25% of all UK workers)
The UK’s Office for National Statistics defines full-time workers as those who work for more than 35 or more hours per week, and part-time work counts as anyone working up to 34 hours per week. Part-time work allows individuals to work fewer hours than a traditional full-time position. Typical structures vary, ranging from a set number of days per week to specific hours within a day. This flexibility caters to various needs, such as students balancing studies, individuals with caring responsibilities, or those seeking additional income alongside existing commitments.
Trends in the UK:
The Office for National Statistics (ONS) reports that in 2023, 28.1% of employees in the UK worked part-time, reflecting a growing trend towards flexible work arrangements.
Part-time work is prevalent in specific sectors, such as retail, accommodation and food service, and healthcare.
Benefits for Employees:
Work-life balance: Part-time work allows individuals to pursue other life commitments while maintaining employment and income.
Increased control: Employees can choose schedules that fit their needs, reducing stress and improving well-being.
Upskilling opportunities: Part-time work can open doors to new skills and experiences, complementing existing careers or interests.
Benefits for Employers:
Access to a broader talent pool: Part-time positions attract individuals who may not be available for full-time commitments, expanding the pool of potential candidates (see Phased Retirement).
Reduced employment costs: Employers may save on salary and benefit costs compared to full-time positions.
Increased flexibility: Part-time employees can fill specific schedule gaps or cover peak periods, offering greater flexibility in staffing needs.
4. Phased Retirement: A Gradual Transition (Adopted by 34% of over 55s and 11% of all UK workers)
Phased retirement allows individuals to transition from full-time employment to retirement gradually. This typically involves reducing working hours and responsibilities while sometimes receiving a portion of their pension entitlement. The structure can vary, but common arrangements may involve working fewer days per week (part-time) or transitioning to a less demanding role within the same organisation.
Trends and Statistics in the UK:
Phased Retirement is gaining recognition amongst the UK’s working population as a flexible working arrangement. However, the pensions industry also uses the term to describe a financial product that allows people approaching retirement to draw down a portion of their pension entitlement early. For example, a 2022 Pensions and Lifetime Savings Association study estimated that around 10% of UK employers currently offer phased retirement schemes. Meanwhile, 34% of workers in the UK over 55 currently adopt a Phased Retirement approach by moving to part-time work. Yet almost half of employees aged 55+ (48%) expect to take a phased approach to retirement, indicating a potential area of future growth in flexible retirement options.
Benefits for Employees:
Smoother transition: Phased retirement allows individuals to adjust gradually to reduced income and lifestyle changes, potentially easing the emotional and financial impact of full retirement.
Continued income and benefits: Receiving a partial pension alongside working hours helps maintain income and access to employer benefits during the transition phase.
Sense of purpose and engagement: Phased retirement can provide a continued sense of purpose and social connection through continued work involvement.
Benefits for Employers:
Transfer of knowledge and skills: During the phased retirement period, experienced employees can gradually transfer their knowledge and skills to younger colleagues.
Improved workforce planning: Phased retirement allows for smoother talent management as employers can anticipate future vacancies and plan for succession.
Increased employee morale: Offering phased retirement demonstrates an employer’s commitment to supporting employees through life transitions, which can positively impact workplace morale.
5. Compressed hours: More Time, Same Output (Nine-day fortnight workers adopted by 0.4% of UK workers & Four and a half day week: adopted by 0.6% of UK workers)
Compressed hours work allows employees to fulfil their full-time contractual hours over a shorter period. This typically translates to working longer hours per day but fewer days overall. Common structures include the four-and-a-half-day week or the nine-day fortnight, where individuals work an extra half-day or full day to complete their weekly quota in fewer working days.
Trends in the UK:
While only 1% of all UK workers adopt compressed-hour arrangements, they are gaining traction in the UK. A 2023 study by the CIPD found that whilst only 4% of workers are offered compressed hours as a flexible working option, 18%of workers indicated they would adopt this approach if offered.
Benefits for Employees:
Enhanced work-life balance: Compressed hours create longer blocks of free time, allowing employees to pursue personal interests, hobbies, or family commitments.
Improved productivity: Focused workdays with fewer interruptions can increase efficiency and productivity.
Reduced stress and burnout: The additional free time can lower stress levels and improve overall well-being.
Benefits for Employers:
Increased employee engagement and morale: Compressed hours can boost employee satisfaction, leading to higher engagement and motivation.
Reduced overhead costs: Depending on the specific arrangement, compressed hours may decrease costs associated with office space, utilities, and other operational expenses.
Potential for talent retention: Offering compressed hours can be a significant attraction and retention tool for employees seeking a better work-life balance.
6. Flexi-time: Tailoring Your Workday (Adopted by 13.1% of UK workers)
Flexi-time offers employees control over their daily working schedule within set parameters. This typically involves a combination of core hours during which everyone must be present and flexible hours where individuals can choose their start and finish times. The specific structure varies, but standard arrangements may involve designated core hours in the middle of the day, allowing employees to adjust their start and end times within predefined limits.
Statistics and Trends in the UK:
While not the most widespread option, flexi-time is a recognised form of flexible work in the UK. A 2023 CIPD survey found that 13.1% of UK organisations currently offer flexi-time as a flexible working option, reflecting a continued commitment to exploring and implementing diverse flexible work arrangements.
Benefits for Employees:
Improved work-life balance: Flexi-time empowers employees to schedule work around personal commitments, such as appointments, childcare, or errands, fostering a better balance between work and personal life.
Increased autonomy and control: Choosing their own start and finish times allows employees to work during their most productive hours, potentially enhancing well-being and reducing stress.
Reduced commutes and stress: Flexi-time can help employees avoid rush hour commutes, leading to less stress and potentially increased productivity.
Benefits for Employers:
Improved employee engagement and morale: Offering flexi-time demonstrates trust and empowers employees, potentially leading to increased engagement and satisfaction.
Retention of valuable talent: Flexi-time can be an attractive option for individuals seeking work-life balance, potentially aiding in attracting and retaining talent.
Potential for increased productivity: Employees with greater control over their schedules may experience increased focus and productivity during working hours.
7, Annualised Hours: Balancing Flexibility with Consistency (Adopted by 5.5% of UK workers)
Annualised hours is a flexible work arrangement where an employee’s working hours are calculated over an entire year rather than weekly or monthly. This approach often involves agreeing on a total number of hours to be worked per year, considering holidays, sick leave, and other authorised absences. The actual distribution of those hours throughout the year can vary depending on specific needs and workload fluctuations.
Trends and Statistics in the UK:
While less prevalent than other flexible work options, annualised hours are gaining traction in the UK, particularly in sectors with seasonal fluctuations or project-based work. While specific data is limited, industry reports suggest a growing interest in this approach as organisations explore ways to balance employee flexibility with operational needs.
Benefits for Employees:
Greater flexibility: The ability to manage their work schedule seasonally or according to project needs allows employees to achieve a better work-life balance.
Increased autonomy and trust: Annualised hours demonstrate trust in employees to manage their workload effectively, fostering a sense of ownership and independence.
Potential for increased income: In some cases, depending on the specific agreement, employees may have the opportunity to earn additional income by exceeding their agreed-upon annual hours (i.e. via overtime payments).
Benefits for Employers:
Improved resource management: Annualised hours can offer greater flexibility in managing staffing levels during peak and slow periods within the year.
Increased productivity: Annualised hours can improve focus and productivity by trusting employees to manage their time effectively.
Enhanced employee engagement and retention: Offering this flexibility can benefit employees, potentially contributing to higher engagement and lower turnover rates.
8. Staggered Hours: An Historical Approach to Flexibility (Adopted by an unknown – but significant – proportion of UK workers)
Staggered hours, likely the first form of flexible work, involve employees starting and finishing their workdays at different times. This typically applies to teams or departments within an organisation, ensuring core operational hours are covered while offering individual flexibility. Its roots trace back to 1960s Germany, where the aerospace company Messerchmitt-Bölkow-Blohm (MBB) pioneered the concept, addressing site traffic congestion, absenteeism and lateness issues.
Trends and Statistics in the UK:
While not the most prominent flexible work option, staggered hours remain relevant, particularly in sectors with continuous operations like manufacturing, healthcare, or emergency services. Though specific UK data on adoption is limited, anecdotal evidence suggests its continued use in various industries to balance operational needs with employee flexibility.
Benefits for Employees:
Reduced commute times: Staggered hours can help employees avoid peak traffic, leading to shorter commutes, less stress, and potentially improved well-being.
Improved work-life balance: Staggered schedules can offer greater flexibility for personal appointments, errands, or childcare, fostering a better balance between work and personal life.
Increased productivity: By avoiding peak-hour commutes, employees may arrive at work feeling refreshed, and experience improved focus and productivity.
Benefits for Employers:
Reduced operational disruptions: Staggered schedules ensure continuous daily operation, allowing individual flexibility.
Improved resource management: Staggered hours can help organisations manage peak workload by strategically allocating personnel.
Potential cost savings: Reduced traffic congestion due to staggered schedules can lead to less employee absenteeism and lower costs related to traffic accidents or delays.
9. Job Sharing: Double the Expertise, Half the Time (Adopted by 0.3% of all UK workers)
Job sharing allows two individuals to jointly fulfil the responsibilities and duties of a single full-time position. Each individual typically works part-time, dividing the total workload and working hours between them. The structure can vary, with normal arrangements including alternating workdays or weeks, complementary skillsets, or shared responsibilities within a single working day.
Trends and Statistics in the UK:
While the number of job shares in the UK is difficult to determine, a 2023 report by the CIPD indicates that around 98,000, or 0.3% of all UK workers, were engaged in such arrangements, highlighting its continued presence in the UK workforce. Although not the most widespread option, job sharing remains a valuable tool for individuals and organisations seeking flexibility and diverse skill sets within a single role.
Benefits for Employees:
Improved work-life balance: Job sharing allows individuals to dedicate time to personal commitments while maintaining a career and income, promoting a better work-life balance.
Increased skills and knowledge: Sharing responsibilities with another individual can promote collaboration, knowledge sharing, and the development of diverse perspectives.
Reduced stress and burnout: Working part-time can lower stress levels and improve well-being.
Benefits for Employers:
Access to a broader talent pool: Job sharing attracts individuals seeking part-time work, potentially expanding the pool of qualified candidates, particularly those with specialised skills.
Diverse perspectives and skills: By combining two individuals’ expertise, job sharing can bring fresh perspectives and skills to a role, potentially leading to improved problem-solving and innovation.
Reduced costs: Depending on the specific arrangement, job sharing can lead to potential savings on salary and benefits compared to a full-time single employee.
Category 3: Beyond the “Official” Flexible Working Options:
While the UK government website outlines nine flexible work arrangements, it’s important to acknowledge other working patterns that offer flexibility primarily for the organisation, not necessarily prioritising employee autonomy:
Zero Hour and No Guaranteed Hour (NGH) Contracts: These contracts do not guarantee work or minimum hours. While employees can choose when they work, the lack of guaranteed income can create significant financial insecurity and instability. These arrangements raise concerns about worker rights and fair treatment. (Adopted by 3% and 6% of all UK workers)
Shift Work: Shift work involves working outside traditional business hours, often encompassing nights, weekends, or rotating schedules. While some prefer non-standard hours, shift work can disrupt sleep patterns, impact social lives, and lead to health issues. Organisations benefit from this flexibility in covering extended operational hours, but the long-term well-being of shift workers requires careful consideration. (Adopted by 27% of workers)
Term-Time Workers: Employed primarily during school terms, term-time workers often work in education or related sectors. While this offers flexibility to align with school holidays, it can result in income insecurity and limited access to benefits during non-term periods. Finding alternative work or maintaining financial stability during these gaps can be challenging. (Adopted by 4.3% of workers)
It is crucial to recognise the imbalance in these “flexible” arrangements. While they offer some flexibility, the emphasis primarily lies on organisational needs, potentially compromising employee well-being and financial security.
Conclusion: Flexible Work’s Win-Win Potential
In conclusion, understanding the diverse landscape of work arrangements is crucial. While flexible working arrangements were primarily designed to empower employees and cater to their varied needs and lifestyles, they can also offer valuable benefits to organisations. From attracting and retaining talent to fostering a happier and more productive workforce, these arrangements can create a win-win situation for both individuals and employers.
Furthermore, it’s important to remember that many of these options are not mutually exclusive. Individuals and organisations can combine flexible work arrangements (like part-time hours with remote work or flexitime) to create a customised approach that optimises work-life balance, productivity, and overall well-being.
Finally, although there is a greater variety of flexible working arrangements around when we work, the options related to where we work (remote and hybrid) have seen a remarkably rapid rise in popularity since the pandemic, highlighting the evolving landscape of work and the growing demand for flexibility in today’s world.