What Do Flexible Working Arrangements Look Like In The Post-Pandemic World?

Flexible working was on the rise even before the pandemic, though it was still quite rare. Fast-forward over two years, and we’ve all adapted to a new normal – including a more flexible approach to working life.

Not only is hybrid and remote work much more common, but many employers now also offer flexi-time, and in some cases, a four-day working week. Certain organisations even give employees the opportunity to work remotely from overseas, and candidates have been known to request this as a future possibility as early as the application stage.

In this blog, we highlight precisely what flexible working arrangements look like in the post-pandemic world.

Changes to flexible working

To date, 4.3 million UK employers offer contracts with flexible hours, which is about one-eighth of the working population. Yet it’s worth noting that this figure doesn’t include remote working, or those who benefit from flexibility that isn’t necessarily stated in their contract.

Flexi-time plus remote and hybrid working have all increased as a result of the pandemic – and now, government legislation is changing to give employees the right to request flexible working arrangements from day one of employment.

The four-day working week

Earlier this year, not-for-profit organisation 4 Day Week Global delivered the 4 day week pilot programme, in partnership with Autonomy and the 4 Day Week UK Campaign. The pilot was a coordinated six-month trial of a four-day working week throughout the UK. Since then, 14% of businesses have been fielding questions about four-day working weeks – and 26% of interviewers are met with questions about flexible working arrangements.

We’ve explored the four-day working week in a previous blog, and whether or not we feel it will become the norm. It seems that some employers would cut pay by 20% to make up for the lost hours, whilst others worry that by working fewer days, businesses may need more staff in an already candidate-short market. Despite these drawbacks, there’s a possibility that a steady adoption of the four-day working week will follow in the footsteps of remote and hybrid working. Though, it won’t be on as large a scale, and will only happen in some sectors.

Overseas working

If you don’t have to work in an office, then surely you can work from anywhere? This is an idea shared by the vast majority of candidates – with more than one-third of employees  expressing that they would leave their current role to work remotely overseas. On this same note, 28% of employers have noticed an increase in requests for international working – and 75% support such a move.

Though overseas working isn’t always as simple as swapping Manchester for the Maldives. Employers need to factor in things like employment rights in other countries (such as salary and holiday allowance), tax implications, health and safety, IT security and GDPR.

Win the recruitment race with Cast UK

Crucially, candidates aren’t just interested in the skills and experience that they can bring to your company – but what your company can offer them in return. These days, they have their pick of the market when it comes to new roles, so if you’re not offering an attractive employee value proposition, with options for flexibility, they’ll find someone who is.

Taking the time to build an inspiring EVP not only serves to attract top talent, it also works to retain employees in the long term, elevating your business as a brand that cares about its employees’ success and wellbeing.

To make sure you stay ahead of the competition, we’ve created an insightful guide: 7 Ways To Win The War For Talent. It’ll help you secure the candidates you need.