Employers in the U.K. are reducing the total amount of flexible job offerings in the workforce, and analysts believe this rising trend could pose challenges for the government’s efforts to tackle work absences and bring people back to work.
According to a recent report published by Bloomberg, data from Reed Recruitment reveals flexible job listings have decreased by 4% since February 2024 — with a 40% drop in mentions of flexible hours or part-time roles compared to 2022.
Analysts believe that the decline in flexible work opportunities is likely to disproportionately affect women.
While in-office work may suit the lifestyle and preferences of certain demographics, it doesn’t necessarily align with the needs of a more diverse workforce that includes more working mothers.
More specifically, Bloomberg has reported that companies allowing employees to work from home most or all of the time see a 50% higher rate of hiring women. Another study suggests that women made up only one out of every five new hires over the last two years at tech firms where employees are required to come into the office at least four days a week.
Fully remote/work-from-home opportunities are reported to have declined by a third since 2022. Meanwhile, hybrid roles have doubled in the same period.
These trends suggest that employers have been moving cautiously amid the backdrop of a post-pandemic economy, the rise of digital nomads from the U.K., and employee demands for greater work-life balance.
The combination of factors contributed to the establishment of the Flexible Working Act, which came into effect on April 6. According to Bloomberg, the legislation supports employee requests for flexible working but allows employers to refuse requests based on specific business needs.
The policy is similar to the recently mandated policy in Singapore, which will require employers to consider all flexible work request starting December 1.
Data on demographics in the workforce reveal that the labor market is incredibly diverse — with more women, Gen Z, and disabled entering new opportunities. Additionally, Boomers are staying in the workforce longer, working further past what was generally accepted as a prime retirement age.
Therefore, maintaining equitable work policies that establish a strong balance between employer needs and worker preferences is likely the key to success for competing for skilled talent.
