Are You Communicating Effectively About Flexible Working?

Flexible working is back in the headlines (see here or here). In fact, it’s rarely out of the news! Companies are constantly grappling with how best to balance employee expectations, business needs, and post-pandemic ways of working. Some firms are doubling down on hybrid models, while others are tightening return-to-office mandates.

For example, recent articles report that Deloitte, KPMG, EY, and PwC are continuing to embrace hybrid work arrangements, allowing employees to split time between the office, home, and client sites. These firms emphasize flexibility, with KPMG and Deloitte trusting employees to manage their schedules without strict office mandates. EY suggests two to three in-office days per week, while PwC requires at least three days in the office or at client locations in the UK. This approach aims to balance flexibility with the benefits of in-person collaboration.

Conversely, some companies are intensifying return-to-office directives, with organisations like Lloyds Banking Group and PwC UK monitoring office attendance, linking it to performance reviews, compensation, and promotions.

But amid all these shifts, one question remains: Are employees fully aware of their flexible working options?

What Employees Really Want

A survey last year by payroll specialist PayFit offered some eye-opening insights into UK workers' attitudes toward flexible work. While many companies tout their flexibility, the survey suggests employees might not feel the same way:

• 32% of employees are unhappy with their employer’s flexible working policy.

• 83% believe their company’s policy needs improvement.

• Nearly half of respondents would reject a 15% pay increase if it meant losing flexible working.

  
  

These stats reveal a crucial truth: flexibility is not just a perk; it’s a priority. And if companies don’t meet these expectations, they risk losing talent to those that do.

The Communication Gap

So why are employees still dissatisfied? The PayFit survey sheds light on key barriers:

• 25% of employees say they need more trust in the workplace.

• 34% feel uncomfortable requesting flexible work arrangements.

• 30% believe their company doesn’t truly embrace or encourage flexibility.

  
  

Clearly, many businesses offer flexibility—but their employees may not fully understand, trust, or feel empowered to use these policies. This is a communication issue, not just a policy issue.

The Role of Internal Comms

An effective internal comms strategy can bridge this gap. If employees are unaware of their options, or hesitant to ask, it’s time to rethink how flexibility is communicated. Here’s how:

1. Clarify the policy – Make sure employees know exactly what’s available. Use FAQs, intranet updates, and manager briefings to eliminate ambiguity. Internal Comms should simplify policy language into clear, digestible content, and use multiple channels to share and reinforce these messages.

2. Showcase real stories – Consider creating short video case studies featuring employees who successfully leverage flexible work options. Personal stories always resonate more than policy documents. Blog posts on the subject can also work. It may be necessary to highlight different departments and roles, showing the diverse ways flexibility can work in practice. It can also be really powerful to use leader endorsements to reassure employees that flexibility is supported at all levels.

3. Encourage open dialogue – If 34% of employees feel uncomfortable requesting flexibility, leadership needs to address this. Regular town halls and anonymous surveys and Q&A sessions can help normalise these conversations and gauge sentiment.

4. Build trust through transparency – If 25% of employees feel a lack of trust, internal comms can play a role in reinforcing company values, leadership commitment, and a culture of openness. If you think your internal comms offering may not to be up to scratch, up to date, or up to the job, then we heartily recommend a comms health check as a priority!

5. Make flexibility a visible part of employer branding – Comms teams and leaders should ensure flexibility offerings are part of recruitment messaging, onboarding materials and ongoing company literature and branding.The company’s approach to work-life balance should be promoted on social media, internal comms, and external PR.

What If Your Policy Needs a Refresh?

If your company has scaled back flexibility post-pandemic, now might be the time for a leadership discussion. What can realistically be offered without impacting productivity? And if changes are made, how will they be communicated? A well-structured comms campaign is essential to ensure employees understand and embrace any updates.

Final Thought: If You Offer It, Shout About It!

Flexible work has a measurable value - employees are willing to trade financial compensation for it. If your company provides flexible options, make sure they’re not just available, but actively promoted. And if your internal comms strategy needs a refresh, we’d love to help ensure your message is heard, understood, and embraced.