Flexible working and work-life balance: how to support your people

Flexible working has become one of the most important ways to support employees and create a healthier work-life balance. 

Our recent Generation Game research found that 31% of millennials rank flexibility as their top priority when it comes to benefits, while 24% of older employees value part-time opportunities.

Flexibility means different things to different people – and recognising this is key to building an inclusive workplace and a benefits strategy that prioritises employee wellbeing.

The strategic value of flexible working 

Offering flexible working has benefits for both your people and your organisation. 

For your people, it enables them to balance their work and personal lives – whether that’s picking up the kids from school, attending an appointment or simply avoiding the stress of a long commute everyday. For employers, the payoff is clear: flexible working can help improve staff retention, engagement, motivation and productivity.

On the other hand, when people are denied flexibility – particularly due to their age (our research shows that 13% believe they’ve been denied flexible working for this reason, with Gen Z most concerned) – it can quickly lead to disengagement and frustration. 

"Organisations that listen to and can adapt to evolving workforce demands are more likely to maintain loyalty from their people and stay resilient."

A retention tool 

Our recent research (2024/25 The Balancing Act report) highlights a growing tension: while nearly two-fifths of businesses are considering reducing flexible working options, 38% plan to expand them to attract and retain talent.

"But around one-third of employees claim they would look for a new job if their current employer reduced or removed flexible working arrangements. For job seekers, flexibility has become the new gold standard – and in many cases, a deal-breaker if it’s not offered."

Our Generation Game research reinforces this. Flexibility is now the “new non-negotiable.” Millennials prioritise hybrid models and adaptable schedules, while older workers often prefer part-time roles that give them space to enjoy life beyond work. If people feel flexibility is denied – particularly due to age – disengagement is almost inevitable.

The connection between flexibility and benefits

While flexible working focuses on when and where employees work, benefits play a crucial role in how they feel supported. The two go hand in hand - flexible benefits can enhance the experience of flexible working by helping employees manage their wellbeing, finances, and life outside of work.

This is where 4me, our flexible benefits platform, adds real value. It gives employees the ability to personalise their benefits to match their lifestyle. For example, choosing wellbeing support, family-related benefits, or financial options that fit their circumstances.

For employers, 4me provides valuable insight into benefit uptake and employee preferences across different age groups, helping to shape wellbeing strategies that complement flexible working arrangements.

Creating a supportive, open culture  

Don’t leave room for confusion

Flexible working policies should be accessible and clear. Be upfront in job descriptions, interviews, and internal communications to ensure there’s no confusion or inconsistency across the organisation.

Make it a two-way conversation

Give employees the opportunity to share their views on what they need to feel supported, in terms of how they work and the benefits that help them manage life around work. Feedback can be easily integrated through benefits platforms, pulse surveys, or open forums. A lack of feedback means it’s hard to be able to tailor solutions, build support structures and consider practises and benefits that align with workforce needs.

Platforms like 4me make it very easy to gather insights, centralise data, and cut down on admin, giving you a clear view of employee priorities across the different age groups.

Managers should lead by example 

Managers and leadership should model flexible working practices to set the tone. Your people need to see that flexibility is not only allowed but encouraged.

Review regularly 

Employee needs change, so it’s essential to review and refine uptake of flexible working and benefits at least quarterly. Tracking these trends allows you to adjust offerings and stay aligned with evolving expectations. Use a flexible benefits platform like 4me to collate the data and help you analyse the trends. 

Use people data to drive change

Data from your flexible benefits platform is a powerful driver for shaping policies, introducing new initiatives, and ensuring flexible working evolves alongside workforce needs and societal shifts.

Flexibility as the future of work

Flexible is a cornerstone of employee wellbeing, retention, and organisational success. Employees increasingly view flexibility as a standard, not an exception. By listening, adapting, and embedding flexibility into culture, businesses can reduce burnout, improve engagement, and strengthen loyalty.