For thousands of workers across the UK, flexible working isn't a perk. It's the difference between staying in a career or dropping out altogether.
By Tess Lanning, Director of Programmes
New legislation due to come into force in 2027 promises to strengthen workers’ rights to request flexible working. Employers will need to accept requests unless they are demonstrably unreasonable, and must consult with employees before rejecting them. It’s progress, but will policy translate into practice?
In September 2025, Timewise convened its Worker Advisory Group to meet with senior policy leads from the Department for Business and Trade. What workers shared reveals a troubling gap between what flexible working looks like on paper and how it plays out in reality.
Some of our worker advisers described positive experiences: supportive managers who enabled job shares, redesigned roles to be part-time, and embraced flexibility as a tool for retention and wellbeing. But for many others, the gap between policy and practice was stark.
Requests were accepted on paper but not reflected in workload, leaving people doing full-time jobs on part-time hours. Managers acted as gatekeepers, with bias and discrimination shaping decisions – particularly for minoritised communities. Making a request was often a lonely process, with little support or transparency around decisions.
In some sectors, flexible working remained taboo. People shared stories of discrimination against mothers returning to work, carers, disabled people, and those with neurodivergent conditions. Men were rarely encouraged to work flexibly, reinforcing outdated gender norms. In several cases, roles were made redundant or career progression stalled after a request was granted, sending a clear message that part-time workers were less valued.
The consequences were life-changing. People left professions, took lower-paid jobs, or became self-employed to manage their responsibilities. One member described working long hours after a rejected request to support childcare, eventually burning out and taking an unplanned career break.
Flexible working isn’t just a personal issue. It’s a national one. Employers must be part of the solution.
The Group welcomed the direction of travel but flagged key areas for improvement:
Crucially, legislation must be part of a wider package. The group was clear that culture change requires education, awareness, and practical support – especially for smaller employers and those operating in ‘hard-to-flex’ frontline sectors.
Flexible working must become the norm, not the exception. The upcoming legislation is a vital step, but it must be backed by cultural change. As a trusted intermediary between workers, employers and policymakers, Timewise is uniquely placed to help turn ambition into action. Our work builds the case for change, tests and showcases what is possible across different sectors, and provides the practical support employers need to drive change.
We invite employers, policymakers and changemakers to join us in building a healthier, more inclusive world of work where everyone can find the work they need to thrive.
Published November 2025
