New data from Flexa’s latest Work Index reveals that Black and disabled workers sought flexible jobs at record levels in 2024.
The analysis, based on over 25,000 job adverts and more than 60,000 job seekers, highlights key employment trends shaping 2025.
The number of Black, African and Caribbean flexible job seekers nearly tripled over the year. In January 2024, this group accounted for 5 percent of those searching for flexible roles, rising to 14 percent by December – the highest level recorded since Flexa began tracking data in April 2020.
Workers with disabilities and long-term health conditions also showed increased demand for flexible jobs. Their numbers rose by 50 percent over the year, peaking in August and November 2024. By the end of the year, they accounted for 19 percent of flexible job seekers, matching a previous record set in August 2021.
Demand for Fully Remote Roles Exceeds Supply
Despite growing interest in flexible work, the supply of fully remote roles remained limited. Demand for fully remote jobs rose by 10 percent over 2024, with 64 percent of job seekers preferring to work entirely from home by December. However, only 4 percent of advertised roles offered this level of flexibility.
While fully remote positions remained scarce, employers were more likely to offer fully flexible hours. Job seeker demand for roles allowing staff to choose their working hours increased by 80 percent, reaching 27 percent by the end of the year. In response, the number of jobs offering fully flexible hours rose by 75 percent. By October 2024, 56 percent of job posts advertised fully flexible hours, before levelling out to 35 percent by December.
Alongside flexibility, job seekers placed significant value on benefits such as mental health support. On average, one in three workers preferred roles offering mental health assistance throughout 2024. These findings emerge as NHS mental health services continue to face delays.
Shorter working weeks also remained popular, with 45 percent of job seekers preferring four-day work weeks.
Retaining Top Talent
Despite declining job vacancies, wage inflation suggests employers are making competitive offers to attract and retain skilled workers. Molly Johnson-Jones, CEO and co-founder of Flexa, said that companies need to rethink their approach.
“Inflated wages are a sign of companies’ willingness to compete for top performers. But it’s not enough. Where companies are not willing or able to offer the level of remote work that candidates want, they will have to find different ways to compensate top talent in 2025.”
She also noted the increasing diversity of job seekers and their evolving expectations.
“The good news is that we’re seeing increasingly diverse talent looking for different kinds of benefits. There is more demand than ever for jobs offering different ways of working amongst those with disabilities and health conditions. And, across the board, demand for mental health support is huge.
“Both sides will win when companies can answer to this demand. Flexibility and benefits offerings are key to attracting and supporting talent with a range of needs.”
