• New research from Phoenix Group finds over one in five (21%) have successfully requested flexible working since the Flexible Working Act was introduced in April 2024     
• However, the same number say flexible working requests over their working life have been declined (21%), with nearly one in three (28%) refusals due to employer concerns about productivity, despite nearly seven in 10 (68%) workers thinking they would be more productive if they worked flexibly
• The research found a lack of awareness and inconsistent levels of employer engagement remained significant barriers, with over half (55%) of workers unaware of their rights. 

Nearly one in three (28%) workers who have requested flexible working say their request was refused because of employer fears about their productivity, despite nearly seven in 10 (68%) workers believing they would be more efficient if they worked flexibly by having control over their working hours and location of work, new research has revealed*. 

One year on from the introduction of the Flexible Working Act – which granted the right to request flexible working from day one** – the research from Phoenix Group, one of the UK’s largest long-term savings and retirement businesses, has shown more workers are taking advantage of flexible arrangements, but many still face significant barriers.  

It found that while over one in five (21%) who engage in discussion regarding flexible working requests had successfully applied to work flexibly in the past year, the same number have had requests denied (21%) by their current or previous employer, with challenges around awareness, employer engagement and perceptions around productivity.   

While flexibility at work can mean different things to different people Phoenix Insights research found that 62% of workers wanted flexibility over their hours worked and 43% wanted flexibility over where they worked - revealing a disconnect between worker and employer wants and needs***.  

Other reasons for requests being denied included workers feeling their employer doesn’t believe in flexibility (27%), business needs outweighing flexibility (24%) and a lack of resources to support flexible work arrangements (21%). 

Most workers have not changed their working arrangements since the law came into force. Less than one-in-six (15%) workers have made changes, with over three quarters (78%) continuing under their existing arrangements****. Among those who have adapted their work patterns, the most common change has been working full-time with the option to work remotely (57%), with men (65%) more likely than women (45%) to have made this adjustment. 

Despite the law making it easier for employees to request flexible working, awareness remains a key challenge. Over half (55%) of workers do not know what the Flexible Working Act entitles them to, while over a third (36%) say their employer or manager has never proactively mentioned it.  

Sara Thompson, Chief People Officer at Phoenix Group, comments: “The introduction of the Flexible Working Act is an important tool to help workers balance their jobs with other responsibilities and interests outside of work. It’s therefore disappointing that many are facing barriers with some employers worried about how flexibility could impact on a worker’s productivity. As the demand for flexibility grows, it is in employers’ best interests to engage proactively with their workforce and, where possible, to enable their workers to work in a flexible way, alongside managing business needs.  

“Those businesses that fail to embrace flexible working risk losing talent, particularly among parents, carers, and older workers who can benefit most from greater flexibility. At Phoenix, we have fostered an environment where flexible working is the norm. Through facilitating more and better discussions, employers can tap into the potential of a diverse workforce, with flexibility having a positive impact on colleague engagement and also, ultimately helping people stay in employment for as long as they want and need while saving for their futures.”


Notes to editors

*The research was conducted between 12th - 25th March 2025 with Opinium with 4,000 UK adults either in employment or currently looking for employment. Weighted to be nationally and politically representative.

**Flexible working is defined by UK Government as “a way of working that suits an employee’s needs, for example having flexible start and finish times, or working from home”. (Flexible working: Overview - GOV.UK)

*** Phoenix Insights research, conducted by Message House BPI, quantitative research conducted in Jan 2024 amongst 1500 nationally representative UK adults. 

****Respondents were asked whether they have changed their working arrangements directly because of the Flexible Working Act 2024: 15% said yes, 78% said no and a further 7% answered don’t know / not sure.