Flexible Working - Key Insights from CIPD
Alan Kitto
As flexible and hybrid working continues to reshape the modern workplace, the CIPD’s latest report, ‘Flexible and Hybrid Working Practices in 2025, offers timely insight into how these arrangements are evolving — and what it means for both employers and employees.
Flexibility as a Talent Magnet
One of the report’s clearest messages is this: flexible working is no longer a perk — it’s a priority.
Around 1.1 million UK employees reported leaving a job in the past year due to a lack of flexible working options. This trend is particularly pronounced among younger workers.
Impact of Policy Reforms
The changes introduced in April 2024, including the day-one right to request flexible working, have already made waves. Approximately one in five organisations say they’re now more likely to approve flexible working requests.
Looking ahead, proposed reforms under the Employment Rights Bill may raise the bar further. If passed,
employers will be required to justify refusals of flexible working requests. Over a third of employers
expect to approve more requests if this becomes law.
The Organisational Impact
Flexible working has implications (both good and bad) beyond recruitment and retention, including:
Performance
Employee wellbeing
Engagement and inclusion
Workplace culture
Thoughts
As the workplace continues to evolve, flexibility isn’t just about where or when people work — it’s about rethinking how work works. The CIPD’s report provides both a wake-up call and a roadmap for organisations seeking to attract, retain, and support a thriving workforce in 2025 and beyond.
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