Being able to work flexibly is one of the most sought-after requirements for workers. As many as 8.7 million full-time workers say they want to work flexibly, according to the Equality and Human Rights Commission. Yet, only 31% of job adverts in the UK overtly offer some form of flexible working at the hiring stage.
Although employers may be reluctant to advertise jobs as flexible, this doesn’t necessarily mean it’s out of the question. If you don’t ask, you don’t get — and being up front about your needs can pay off.
Sometimes, though, asking if you can work flexible hours or work from home can lead to discrimination from hiring managers.
So what can you do to find out if an employer is open to flexible working, without explicitly asking?
Molly Johnson-Jones, CEO and co-founder of future of work experts Flexa, says the key is to find out more about a company’s culture.
You can glean a lot about the environment of an organisation by the language used in job interviews.
“Even if your interviewer doesn’t mention a specific working location or hours, you’re still likely to discover a lot from their response,” says Johnson-Jones.
“For example, if they mention giving employees ‘freedom’, ‘autonomy’ and ‘trust’, it may indicate that the company goes out of their way to facilitate flexibility. They’ve created a culture where staff feel truly encouraged and able to make use of what’s on offer.”
However, if the interviewer uses words like “structured” or “traditional” it may indicate that staff are tied to a more rigid schedule. “References to ‘on-site collaboration’ are also a clear indicator that some level of in-person work will be required,” says Johnson-Jones.
“You should also be wary of descriptors like ‘fast-paced’ and ‘demanding’, if work-life balance is a priority for you,” she adds. “It’s often code for long hours, and could indicate the presence of a hustle culture mentality.”
Although employers may be reluctant to advertise jobs as flexible, this doesn’t necessarily mean it’s out of the question. ·VioletaStoimenova via Getty Images
It’s also useful to find out how the organisation measures performance — and what success looks like in the role.
“Words like ‘proactive’ and ‘self-motivated’ are what you want to hear if you’re looking for more autonomy,” says Johnson-Jones. “Similarly, if the hiring manager talks about wanting people who can prioritise effectively, it implies employees are given some level of freedom to manage their own time.”
The response to this question can reveal whether employees have set hours, or if they can flex their workdays to suit their needs and commitments, like doing the school run.
Johnson-Jones adds: “This question might also prompt a response that begins with: ‘On the days we’re in the office’ — which will help you gauge the level of remote working on offer.”
Remarks about wanting workers who thrive on face-to-face interaction — or an emphasis on in-person collaboration — points to a working culture which is office-centric.
“However, any mentions of wanting individuals who are ‘self-motivated’ or who take ownership of their work are a green flag here,” she says.
“It’s a good indication that the company gives staff some level of freedom over their own schedules and task lists. It’s also a really positive sign if your interviewer talks about wanting people who thrive in a trust-based environment. It indicates there’s no micromanagement going on.”
It can be helpful to read between the lines in a job interview. If you ask how employees are supported with their work-life balance, and your question is swerved or met with a subtle eye-roll — you’ve likely got your answer.
“Their response will give you a sense of the importance the company places on employee wellbeing in general,” says Johnson-Jones. “This question leaves the door open for your interviewer to mention what flexible working policies and meaningful benefits are in place. For instance, four-day working weeks, flexible hours, enhanced parental leave or robust mental health support.”
It can feel like a waste of time to reach the interview stage, only to find out an organisation isn’t in favour of flexible working.
It can help to look for employers who clearly outline their flexible working policies on job ads, their company website and LinkedIn. You can also check reviews left by former or existing employees on websites like Glassdoor.
When you’re looking for a new job, it’s easy to forget that the interview process is a two-way street. Although the employer is trying to find out whether you would be suitable for a role, you’re also finding out if the job — and the company — is right for you.
And with flexibility a key requirement among job seekers, employers should be open to discussing some level of flexibility with a potential hire. “Employers should be prepared to answer questions about the scope of flexibility with a role in a job interview,” says Kate Palmer, employment services director at HR firm Peninsula.
If flexible working isn’t an option, employers should be up front about it — and have a clear reason why. “Giving an impression of greater flexibility than really exists may sound good at the time but can be counterproductive and lead to problems when the employee starts,” she says.
“You may end up losing your new starter and having to recruit — and bear the cost of recruitment — all over again. Likewise, if you have a flexible or hybrid working pattern then clearly communicate how many days they would be required to be in the workplace.”
The Employment Relations (Flexible Working) Act, which came into force in April 2024, grants employees the right to request flexible working arrangements from day one of their employment, but it doesn’t mean an employer has to grant the request. Under the law, employees can make two requests per 12-month period and employers are required to consult the employee before rejecting a request.
“It’s natural for job seekers to look for a workplace where the working pattern fits their requirements,” she adds. “However, job seekers don’t actually have the legal right to make a request until they are employed by you. So, an assurance that you are committed to honouring an employee’s right to request flexible working will suffice at that stage.”
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