The UK's move away from the traditional five-day office week shows no signs of slowing – and that’s giving some employers a competitive edge.
The legal landscape is also shifting. Since April 2024, UK employees have had the legal right to request flexible working from day one of employment — part of a growing push to make flexibility standard practice.
Looking ahead, the Employment Rights Bill - currently making its way through Parliament - goes even further, aiming to make flexible working the default for all roles. If passed, the new law would place the onus on employers to prove why a job can’t be done flexibly, rather than asking employees to justify why it can.
The Flexible Work Revolution
With more SMEs adopting hybrid models to attract and retain talent, flexible working has quietly shifted from a post-pandemic perk to a practical necessity.
The ability to work flexibly and have a better work-life balance can help people feel more in control of their lives and improve both their mental and physical wellbeing, so it’s no surprise that this is now a top priority for employees.
But how deeply has flexible working really been embedded within UK SMEs?
A 2024 survey by the Department for Business and Trade found that 28% of UK SMEs have implemented flexible working as standard, nearly double from previous years. Meanwhile, the 2024 Flex Index by Scoop Technologies reports that 76% of UK companies with fewer than 500 employees now offer some form of flexible working – even if it’s not yet formalised across the board.
It’s clear that flexibility is no longer just for tech giants and trendy start-ups. Small and medium-sized businesses are leading the way – not just to meet employee expectations, but to stay competitive at a time when they are facing rising costs and more pressure on already tight margins.
Not All Businesses Are There Yet
While hybrid working is becoming more structured in many organisations, it’s still far from universal among SMEs. According to the CIPD, only 22% of small and medium-sized employers have formalised hybrid policies, with many still relying on informal arrangements or trial and error approaches. For most SMEs, this reflects real-world complexity rather than resistance to more flexible ways of working.
Flexible Employers Win the Talent Race
Flexible working consultancy Timewise conducted a survey last year which found that 63% of workers rate flexible hours as more important than a pay rise.
Listings that advertise hybrid or flexible patterns consistently get more views and applications on platforms like Indeed and LinkedIn – especially in professional and skilled roles.
If this option isn’t provided, companies may find that talented candidates are either discouraged from applying, or later feel unable to progress – and leave for a more flexible employer.
Studies show that SMEs offering flexible options can see up to 20% higher retention – saving time, stress and having to spend an average of £30,000 every time you have to replace an employee.
For growing businesses trying to attract, retain and support great people, introducing flexible hybrid working where possible is a practical way to compete and thrive in a competitive market.
What Flexible Working Looks Like
Forget the cool Instagram posts about digital nomads enjoying an on-the-road lifestyle or strolling along sun-kissed beaches. For most employees, flexible working is far more grounded and practical.
- It’s the HR manager starting early so they can do the 3pm school run.
- It’s the sales team working from home on Wednesdays to focus without interruptions.
- It’s the single parent doing term-time working to be there for kids during the holidays.
- It’s a colleague working staggered hours to manage a return to work after a long sickness absence.
- It’s the two finance assistants doing a job share to pursue studies and a better work-life balance.
That’s flexibility in action - built on trust, supported by HR tools, and shaped around real business needs.
5 Quick Wins for Managing Flexible Work
Flexible working is most effective when it’s well-managed, taking pressure off busy managers.
Here are five easy WorkSmarter wins for keeping time tracking under control, while giving your team the freedom they need:
✅ Effortless Staff Check-ins
Staff can check in or out seamlessly from their personal devices, or by scanning a QR code at the office - work time is automatically recorded.
✅ Track Work From Anywhere
Whether your team is at home or in the office, use geolocation so you instantly see who’s working and from where.
✅ Visible Break Times and Availability
With one tap, employees can log breaks or pause shifts – and colleagues can see who’s working right now, in real time.
✅ Assign Time to Projects and Clients
Staff can tag hours to internal tasks or client work, add notes, and create detailed timesheets – perfect for keeping workloads transparent and client hours accountable.
✅ Review, Approve and Report With Confidence
Managers can review or auto-approve staff timesheets, access detailed reports, and export clean, accurate data for payroll or analysis – no spreadsheets needed.
Be Ready for a Flexible Future
Flexible working can help solve some of the most challenging work/life balance situations your staff face.
With the right tools in place, you can keep things fair, clear and under control – no matter how your team chooses to work.
Book a demo and see how WorkSmarter’s powerful HR platform helps your team work more flexibly – without the stress.
