The debate around where people work has continued long after workplaces reopened.
While some organisations have increased office attendance requirements, flexible and hybrid working remain a significant part of the UK recruitment market.
New research from the CIPD shows that 71% of organisations advertise at least some vacancies as open to flexible working.
Meanwhile, 25% of organisations increased their use of hybrid or remote working over the last year, compared with just 9% that decreased it.
For employers competing for talent, flexibility could therefore remain an important part of their attraction strategy.
Flexibility Is About More Than Working From Home
Flexible working can include far more than allowing employees to work remotely.
Depending on the role, employers could consider:
- Hybrid working
- Flexible start and finish times
- Compressed hours
- Part-time opportunities
- Job sharing
- Different shift patterns
Not every form of flexibility will work for every organisation or position.
However, considering what is possible rather than beginning with what is not could help employers reach a broader group of candidates.
Candidates May Consider the Whole Package
Salary remains an important part of any employment decision, but candidates can also consider how a role will fit around the rest of their lives.
Commute length, working hours and flexibility can all affect the practical value of a job offer.
The CIPD's 2026 research found that just over a third of organisations said flexible or hybrid working had improved retention, while the same proportion reported increased productivity.
This suggests flexibility is not necessarily only an attraction tool.
For some organisations, it may also contribute to keeping employees once they have been recruited.
Job Adverts Need to Be Clear
If flexibility is available, employers should consider explaining exactly what that means.
Terms such as "hybrid" and "flexible" can mean very different things between organisations.
One employer might require three days in the office each week, while another allows teams to decide where they work.
Providing this information during the recruitment process can help candidates understand whether the opportunity genuinely suits them.
It may also reduce the risk of expectations changing after somebody joins.
Flexibility Can Widen Talent Pools
Where roles allow it, greater flexibility could make opportunities accessible to candidates who may otherwise struggle to apply.
This could include people with caring responsibilities, candidates living further away, people seeking part-time work or those returning to employment.
For organisations struggling to recruit particular skills, reconsidering where and when work needs to happen could therefore expand the available talent pool.
Looking Ahead
The future of work is unlikely to be entirely remote or entirely office-based.
Different roles, sectors and organisations will continue to require different approaches.
But the latest evidence suggests flexible working remains firmly embedded within recruitment and retention strategies.
For employers, the question may no longer be whether every role should be flexible, but whether unnecessary restrictions could be reducing access to talent.
References
• CIPD (2026), Resourcing and talent planning report 2026. Published 22 September 2026.