A coalition of unions and equality campaigners has raised concerns about increasing opposition to flexible working in the UK.

The joint statement, released on Monday, is backed by organisations including the TUC, Age UK, the Fawcett Society, and Flex Appeal, along with campaign groups such as Pregnant Then Screwed. The groups warn of what they describe as a “witch-hunt” against flexible working, calling for an end to misleading claims that the practice is detrimental to businesses and productivity.

As the UK government prepares to unveil its Employment Rights Bill, which is expected to enhance current flexible working legislation, the signatories are pushing back against negative rhetoric surrounding the issue. They argue that flexible working is being wrongly portrayed as harmful to business performance, when in fact it offers a crucial solution to the country’s recruitment and retention challenges.

Flexible Working Key to Solving Workforce Shortages

The campaigners highlight that the UK workforce is currently 800,000 people smaller than it was before the pandemic. They point out that industries like healthcare, education, and social care are struggling to retain staff, citing a lack of flexibility as a key reason for workers leaving.

Data from the Chartered Institute of Professional Development (CIPD) indicates that approximately four million people have switched careers due to a lack of flexible working options. The statement argues that offering more flexible arrangements could help address the labour shortages many sectors are facing.

The signatories emphasise that flexible working can take many forms, not just working from home. For some, it may mean predictable shift patterns to accommodate family commitments, while for others, compressed hours or job shares could provide a better work-life balance. The campaigners argue that these modern working arrangements are vital for both employees and employers, especially in a post-pandemic world.

The Broader Benefits of Flexible Working

TUC General Secretary Paul Nowak criticised the misrepresentation of flexible working, particularly remote work, as part of a broader attack on the government’s initiatives to improve workers’ rights. “Flexible working – and in particular working from home – is being misrepresented to attack the government’s wider plan to Make Work Pay. It’s time we called it out,” Nowak stated. He highlighted the benefits of flexible working for businesses, including increased productivity and better employee retention.

Jemima Olchawski, Chief Executive of the Fawcett Society, also questioned the motives behind the backlash against flexible working. “We have to ask who benefits from parroting the fallacy that flexible working and flexible workers are bad for business – it’s just nonsense,” she said, arguing that outdated work practices limit growth by excluding women, older workers, and those managing health conditions. She called for all jobs to be advertised as flexible by default, stressing that this would expand the talent pool and support economic growth.

Victoria Benson, Chief Executive of Gingerbread, voiced particular concern about the impact on single parents. “Too many single parents are locked out of the workforce or stuck in jobs beneath their skill level because of old-fashioned, inflexible working patterns,” Benson said. She argued that businesses failing to offer flexible options are missing out on a valuable source of talent and stressed that supporting single parents to thrive at work would benefit both the economy and society.

Flexible Working and the Future of Work

The joint statement comes at a critical moment for the future of work in the UK. As businesses and workers alike navigate the post-pandemic recovery, the debate over flexible working has intensified. Advocates argue that it is not only a necessary adjustment for today’s workforce but also a key driver of future economic growth.

The Employment Rights Bill is expected to introduce measures that will strengthen workers’ rights to request flexible working. However, the bill’s potential impact has sparked controversy, with critics suggesting that it could burden businesses. Campaigners like the TUC, Age UK, and Flex Appeal are pushing back against these claims, maintaining that flexible working can enhance productivity, support recruitment efforts, and improve employee wellbeing.

As discussions around the Employment Rights Bill unfold, the campaigners urge policymakers and businesses to embrace flexible working as a means of building a more inclusive and resilient labour market. They argue that flexibility in work arrangements is essential to keeping workers engaged and productive, particularly as the UK seeks to rebuild its economy in the wake of the pandemic.