A recent study by United Culture reveals that flexible and remote work arrangements may be impacting career advancement for some employees.

According to the Work Remastered 2024 study, 27% of flexible or remote office workers believe they have missed out on job promotions or advancement opportunities due to their non-traditional work arrangements. Conducted across 1,000 office workers in the UK and US, the study provides insights into how flexibility in working hours or location affects career growth, especially among younger generations now moving into management roles.

The study highlights a particular concern among millennials and older Gen-Z workers—individuals often at the early stages of leadership in their careers. In the 25-34 age group, 37% of respondents feel they have missed advancement opportunities, while the figure rises to 42% among those aged 35-44. These findings suggest that career progression for flexible workers could be influenced by organisational attitudes toward traditional office presence versus remote or flexible work setups.

A Disconnect Between Leaders and Employees on Flexibility

The Work Remastered 2024 report also points to a widening gap between employers’ expectations and employees’ desire for flexible work arrangements. While many organisations are increasingly calling for employees to return to the office full-time, employees consistently indicate that work-life balance and flexibility are their highest priorities, with 43% valuing work-life balance and 27% prioritising flexibility.

Over half of the survey respondents (57%) reported they would consider leaving their current employer if flexibility options were reduced, and one in seven workers (14%) stated they would leave outright under such conditions. This feedback aligns with findings from younger workers, where 44% of those aged 18-24 reported that their company had changed or reduced flexibility options over the past year.

Mavis Boniface, Global Operations Director at United Culture, comments on the significance of this shift, explaining, “Working patterns have transformed post-pandemic. However, it seems many employers are yet to grasp the extent to which the new ‘norms’ have become embedded in the public consciousness, or they are trying to drag their people back to the office regardless.”

Impact on Younger Employees and Future Leadership

The findings indicate that flexibility has become a key expectation across all age groups, though younger employees express heightened concerns about limited options. Boniface highlights the risks for companies that fail to provide career development to employees working flexibly, especially as these individuals represent the next generation of leaders. “If those who work flexibly are missing out on opportunities and promotions, it means they will leave and go somewhere else – and no organisation can afford to lose talent,” she explains.

Boniface points to the need for a cultural shift within organisations, arguing that those who work flexibly should receive the same opportunities as in-office employees. She cautions that rewarding physical presence over productivity could hinder long-term growth, stating, “If leaders reward presenteeism over productivity, their businesses are in colossal trouble.”

Preferred Types of Flexibility

The Work Remastered 2024 report details the kinds of flexibility that employees are increasingly seeking. For many, the appeal lies in both control over working hours and location. According to the report, 39% of respondents are interested in flexible schedules, including options such as compressed hours or the ability to start or finish early. In addition, 33% of employees want flexibility in where they work.

At present, 60% of workers surveyed report already enjoying some form of flexibility in their roles, underlining that flexibility is no longer a unique offering but an expected element of modern work culture.

As hybrid and flexible work models continue to gain traction, employers may need to adopt more inclusive career development practices to retain and advance talent. United Culture’s findings suggest that organisations can benefit from aligning career progression opportunities with employees’ growing demand for flexible working environments.