Flexible working remains a significant part of the employment offer, according to an Acas poll published on 1 October, as the conciliation service consults on a draft update to its code of practice.
In the YouGov survey, 78% of employees in Great Britain rated flexible working as important in a job: 45% very important and 33% fairly important. The poll covered 1,020 employees online from 30 April to 6 May 2026, with results weighted by business size and region.
A draft code for future changes
Acas says the proposed changes relate to reforms expected in autumn 2027. Its current code continues to apply in the meantime. The consultation closes at 11.59pm on 17 December 2026.
The draft emphasises consultation before refusing a request, evidence-based decisions, considering adaptations and clear communication. Publication of the consultation does not mean the new requirements are already in force.
Beyond the home-versus-office debate
Natalie Saunders, senior consultant at Bellevue Law, said employers are balancing employee expectations with productivity, collaboration, customer needs and organisational culture. She argued that the same approach will not work for every organisation, particularly where small businesses have limited operational flexibility.
“The most successful employers are moving beyond the 'home versus office' debate and focusing instead on how work is best organised to support performance.”
Natalie Saunders, senior consultant, Bellevue Law
In separate comments, Catrin Mills, partner in the employment team at Sharpe Pritchard, said flexibility influences where people choose to work and whether they stay. She urged employers to review policies and support managers to handle requests consistently while meeting operational needs.
Antonio Barradas, regional managing director at Epassi, welcomed greater consultation as an opportunity for more meaningful conversations about what employees need to perform at their best.
Why it matters for recruitment teams
The findings offer a practical prompt to explain available flexibility clearly in job adverts and candidate conversations. Recruitment and HR teams should align that message with what managers can deliver, and distinguish preparations for future reforms from current policy and legal requirements.
Illustrative photograph: Ron Lach / Pexels.
