Expanding the legal right to request flexible working has not delivered widespread changes in working patterns, according to a major new study.
The research, by King’s Business School, University College London and City St George’s, University of London, examined the experiences of more than 15,000 UK employees over a 10-year period. It looked at the impact of the 2014 reform that extended the right to request flexible working to all employees with at least 26 weeks of service, instead of just parents and carers.
The team used data from the UK Household Longitudinal Study to track trends in reduced hours, flexitime and remote working arrangements between 2010 and 2020.
The study found that while women were more likely to move into part-time or reduced-hours roles after the policy was introduced, there was no significant increase in men’s use of reduced hours. The data also showed little evidence of a broader rise in the use of flexitime or remote working among either men or women following the reform.
Gender gaps persist in flexible work
One of the key findings was the difference in how men and women responded to the policy change. The research showed that women were much more likely than men to take up reduced hours, which, while easing some of the pressures of balancing work and caring responsibilities, also raises concerns about reinforcing gender divisions at work.
“Our findings show that policy alone is not enough. Without addressing workplace cultures and entrenched gender roles, flexible working risks reinforcing existing inequalities rather than reducing them,” Professor Heejung Chung, director of the King’s Global Institute for Women’s Leadership at King’s Business School, said.
“Women were more likely to shift into part-time work, while men’s patterns of work remained largely unchanged. This may reinforce existing divisions in paid and unpaid labour, with long-term risks for women’s career progression and financial security, and even risking the wellbeing of the family and men as well.”
The research found that women who took on part-time roles after the reform reported lower psychological distress and higher life satisfaction, but these benefits were not seen among men or among those using other forms of flexibility such as remote working. The authors suggest that while part-time work may be helpful for managing family responsibilities, it can also come at a cost to women’s long-term career and financial outcomes.
Barriers beyond legislation
The study shows a persistent gap between the availability of flexible working and its practical uptake. Despite the policy change, many employees reported that their requests for flexibility were denied. Previous research at King’s College London has shown that bias against remote or flexible workers is still common, and trade union surveys have found that significant numbers of mothers and women in the public sector have had their requests refused.
Researchers say that workplace culture and employer attitudes remain a major barrier. In many organisations, line managers retain broad discretion to accept or reject requests, and negative perceptions of flexible workers can deter employees — particularly men — from making use of these options.
From a health and wellbeing perspective, Professor Chung noted that “our research indicates that the policy reform may have enhanced women’s mental health and life satisfaction by alleviating the burden of long working hours alongside family responsibilities.
“However, it is essential to ensure that such reforms do not inadvertently deepen gender disparities in labour force participation. A shift toward part-time employment, while potentially beneficial in the short term, may compromise women’s long-term financial security and overall wellbeing.”
Next steps for government and employers
The study’s authors argue that simply giving employees the right to request flexible working is not enough to bring about widespread change. They recommend a range of further steps, including:
- Encouraging employers to promote flexible working options clearly in job adverts, setting expectations early in the recruitment process
- Providing targeted support and guidance to smaller businesses, which may face greater challenges in offering flexibility
- Making the public sector a leader in best practice for flexible work
- Addressing stigma and negative stereotypes through workplace campaigns and education
As of 2024, UK employees now have the right to request flexible working from their first day in a new job, and employers face stricter requirements to justify any refusals. The researchers caution that it will be several years before the impact of this latest reform can be properly assessed.
Industry observers say the findings reinforce the importance of going beyond policy changes to address the cultural and structural barriers that shape workplace behaviour. In practice, the ability to work flexibly still depends heavily on management attitudes, sector norms, and gender expectations.
William Furney is a Managing Editor at Black and White Trading Ltd based in Kingston upon Hull, UK. He is a prolific author and contributor at Workplace Wellbeing Professional, with over 127 published posts covering HR, employee engagement, and workplace wellbeing topics. His writing focuses on contemporary employment issues including pension schemes, employee health, financial struggles affecting workers, and broader workplace trends.
- William Furney
- William Furney
- William Furney
- William Furney
