Managers say flexible working improves productivity, but long hours are needed for career progression

A survey of 597 managers across the UK showed that three-quarters (76.5%) believe that it increases productivity and 62.5% feel that it boosts motivation.

The study noted, however, that managers felt working long hours were essential for career progression meaning other types of flexible working arrangements like job shares and part-time work, which mainly benefit parents, are less favoured.

Managers were most positive about the productivity gains from the types of flexible working arrangements that were prevalent during the coronavirus pandemic, with 59.5% agreeing that working from home increases productivity, while 72.7% believed the same for flexitime.

Managers also identified a link between other types of flexible working, which were not as prevalent during the pandemic, and productivity; 43.7% agreed that compressed hours increases productivity; 44.1% said part-time working increases productivity; while 33.2% thought the same about job share.

Line managers were more likely to see flexible working as a performance-enhancing tool (71.2%) compared with senior management (65.6%).

An increasing number of managers felt that employees need to work long hours to succeed. 41.9% believe that to advance in the organisation employees need to work long hours.

Pre-pandemic, 43.3% of managers believed long hours were needed for employees to advance in the organisation. During the lockdowns this decreased to 38.7% (2020) and 35.2% (2021), meaning the long hours culture may be returning in British workplaces, which highlights the precarious and fragile nature of these new norms.

The research, which has been conducted over the past three years (since the beginning of the pandemic), shows the stigma of flexible working among management has shifted.

Hybrid working, with people working from home and the office, has also become more widespread. In 2022, 69.3% of managers reported that their organisation did not expect employees to be back in the office more than four days a week, up from 59% in 2021.

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However, most staff are using flexible working policies informally, particularly for working from home (45.1% of managers reported the majority of employees are working this way) and flexitime (36.5%), but also for part-time working, compressed hours and job shares.

The vast majority believe job advertisements should include the availability of flexible working (93.5%) making them more attractive to potential applicants (90.5%).

The report’s authors warn that while progress has been made to reduce the stigma of flexible working in tackling the pre-pandemic culture of presenteeism and long hours, the new norms need to become embedded and formalised in workplaces.

“Flexible working is here to stay"

Dr Holly Birkett from the University of Birmingham and Dr Sarah Forbes from the University of York highlight that while it’s positive that managers have become more positive about flexible working, they are still more likely to support flexitime and homeworking than other types of flexible working, such as part-time and job shares, which are more likely to be used by women.

“Flexible working is here to stay but is still much more accessible for professionals and office workers.”

“While presenteeism seems to be reducing since COVID-19 there are signs we are moving back towards a traditional long hours working culture.”

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The authors said that the government’s flexible working bill – which means an employee can make  a request for flexible working to their employer from day one of their new job - is a positive step but it is also “imperative” that flexible working is more freely accessible, including job shares and part-time working and across more industries. 

Birkett said: “We also need to ensure that flexible working is properly resourced and managed within organisations, with appropriate inclusive communications and performance management systems in order to see the full benefits of this evolution in working practice.”

More flexible arrangements for mothers needed

Dame Maria Miller MP, former Minister for Women and Equalities and former Chair of the Women and Equalities Select Committee, said: “We know from many studies and surveys that work means something different for women and men. Women do 60% more unpaid work than men, for example, in childcare and housekeeping, and 38% of women work part-time compared to 13% of men. This means women stand to benefit greatly from flexible working – the ability not only to work from home when needed, but also to consider compressed hours, better shift patterns and job sharing – so that women can make the best decisions to balance their own lives.”

Angela Rayner, the Shadow Secretary for the Future of Work and Deputy Leader of the Labour Party, said:

“The consensus is in, and flexible working is here to stay. This will benefit us all, from the working mother locked out of the labour market, to the employer looking to boost productivity.  

"Labour’s New Deal for Working People will ensure all workers have the opportunity to benefit from not just flexible working but also part-time, compressed, and term-time hours as a default from day one, with employers required to accommodate this as far as it is reasonable.”

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