Hybrid working rights in the UK: What employees need to know in 2025

The landscape of UK employment law has undergone significant transformation, particularly regarding flexible and hybrid working arrangements. With new legislation taking effect and further reforms on the horizon through the Employment Rights Bill 2025, employees now have stronger rights than ever before when it comes to workplace flexibility.

Whether you’re a new starter looking to understand your options or an established employee considering a change to your working arrangements, this comprehensive guide will help you navigate your hybrid working rights in 2025.

Day-one right to request flexible working: A game-changer

Since April 6, 2024, all UK employees now have the legal right to request flexible working from their very first day of employment. This represents a fundamental shift from the previous system, which required employees to wait 26 weeks before making such requests.

What this means for you

• Immediate access: You can submit a flexible working request as soon as you start a new job
• No qualifying period: The 26-week waiting period has been completely removed
• Enhanced negotiating power: Employers must take all requests seriously from day one

This change particularly benefits:

• New parents returning to work
• Recent graduates entering the job market
• Career changers seeking better work-life balance
• Anyone with caring responsibilities

Types of flexible working arrangements you can request

The right to request flexible working covers a wide range of arrangements, allowing you to tailor your working pattern to your personal circumstances:

Schedule flexibility

• Hybrid working: Combining office and remote work
• Compressed hours: Working full-time hours over fewer days
• Flexitime: Choosing your start and finish times within agreed parameters
• Reduced hours: Working part-time or job-sharing arrangements

Location flexibility

• Remote working: Working entirely from home or other locations
• Hot-desking: Using flexible workspace solutions when in the office
• Multiple location access: Working from different office locations

Shift patterns

• Term-time working: Aligning work with school holidays
• Annualised hours: Working different hours throughout the year
• Staggered hours: Starting and finishing at different times to colleagues

How to make a successful flexible working request

The formal process

Under current flexible working legislation UK, you must submit your request in writing, including:

1. Date of application
2. Your desired working arrangement (be specific about hours, days, and location)
3. When you want the arrangement to start
4. How it might affect the business and your proposed solutions
5. Whether you’ve made previous flexible working requests

Best practices for success

Research your employer’s policy: Many companies have internal flexible working policies that go beyond legal minimums. Understanding these can help you frame your request effectively.

Present business benefits: Highlight how your proposed arrangement could:

• Improve your productivity and job satisfaction
• Reduce commuting costs and environmental impact
• Support business continuity
• Enhance customer service coverage

Be realistic and flexible: Show willingness to trial the arrangement or make adjustments if needed.

Choose your timing: Consider business cycles, team workload, and project deadlines when timing your request.

Your rights during the process

Employer obligations

Your employer must:

• Respond within 3 months of receiving your request (unless extended by agreement)
• Hold a meeting to discuss your application before refusing it
• Give genuine consideration to your request
• Provide clear business reasons for any refusal

Grounds for refusal

Employers can only refuse flexible working requests based on specific business grounds:

• Additional costs that would damage the business
• Detrimental impact on quality of work or service
• Inability to reorganise work among existing staff
• Insufficient work for the proposed arrangement
• Structural changes that would be required
• Burden of additional costs
• Detrimental effect on performance
• Planned changes that would be incompatible with your request

Enhanced rights under the employment rights bill 2025

The UK government’s Employment Rights Bill introduces several enhancements to flexible working rights:

Strengthened request process

• Expanded grounds for refusal review: Employers will need to provide more detailed justification for refusing requests
• Improved consultation requirements: Enhanced obligation for employers to discuss alternatives
• Better enforcement mechanisms: Stronger penalties for employers who don’t follow proper procedures

Day-one protections

The 2025 reforms also introduce:

• Day-one unfair dismissal protection: Preventing retaliation against flexible working requests
• Enhanced equality considerations: Stronger focus on preventing discrimination
• Improved access to information: Better guidance for both employees and employers

Hybrid working in practice: Making it work

Setting up for success

Technology requirements: Ensure you have reliable internet, appropriate devices, and access to necessary software and systems.

Home office setup: Create a productive workspace that supports your well-being and professionalism.

Communication protocols: Establish clear communication channels and response times with your team.

Boundary management: Develop strategies to separate work and personal time effectively.

Common challenges and solutions

Isolation and collaboration: Regular check-ins, video calls, and occasional in-person meetings can maintain team cohesion.

Career development concerns: Proactively communicate your achievements and maintain visibility with managers and colleagues.

Productivity misconceptions: Track your outputs and be prepared to demonstrate your effectiveness in hybrid arrangements.

Industry-specific considerations

Tech and creative industries

These sectors often lead in flexible working adoption, with many offering:

• Unlimited remote working options
• Flexible core hours
• Results-only work environments

Professional services

Law firms, consultancies, and financial services are increasingly embracing:

• Hybrid client meeting approaches
• Flexible billing arrangements
• Technology-enabled remote collaboration

Healthcare and education

While traditionally office-based, these sectors are exploring:

• Administrative role flexibility
• Remote consultation options
• Flexible scheduling for non-patient facing roles

The future of flexible working in the UK

Trends to watch

Employer competition: Companies are using flexible working as a key differentiator in talent acquisition and retention.

Sector evolution: Industries previously resistant to flexible working are adapting their approaches.

Technology advancement: AI, cloud computing, and collaboration tools are making remote work more seamless.

Generational expectations: Younger workers increasingly expect flexibility as standard, not a benefit.

Economic impact

Research shows that effective flexible working policies can:

• Reduce employee turnover by up to 25%
• Increase productivity by 13-50%
• Improve employee satisfaction scores significantly
• Reduce commercial property costs for businesses

Finding the right workspace solution

As flexible and hybrid working becomes mainstream, many professionals are discovering the benefits of professional coworking spaces and flexible office solutions. These environments offer:

• Professional meeting spaces for client interactions
• Collaborative environments for team sessions
• Networking opportunities with like-minded professionals
• Premium amenities without the overhead costs
• Flexible contracts that adapt to changing needs

Whether you’re negotiating hybrid arrangements with your current employer or starting a new role with flexible working rights, having access to professional workspace solutions can enhance your productivity and professional image.

Key takeaways for 2025

1. You have stronger rights: Day-one flexible working requests are now standard across all UK employment
2. Preparation is crucial: Well-researched, business-focused requests are more likely to succeed
3. Know your legal protections: Understanding the process helps you navigate discussions confidently
4. Future changes are coming: The Employment Rights Bill will further strengthen employee protections
5. Flexibility is becoming standard: Employers who don’t adapt risk losing top talent

Next steps

If you’re considering a flexible working request:

1. Review your employer’s existing policies
2. Document your current performance and productivity
3. Research workspace solutions that could support your hybrid arrangements
4. Prepare a comprehensive written request
5. Consider professional workspace options for client meetings and collaboration

The evolution of UK employment law reflects the changing nature of work itself. By understanding your rights and preparing thoroughly, you can successfully navigate the shift towards more flexible, hybrid working arrangements that benefit both you and your employer.

Need professional workspace solutions to support your hybrid working arrangements? Explore flexible office spaces and coworking options that adapt to your changing needs and enhance your professional presence.