The YouGov poll asked employees about the importance of flexible working in a job and only 20% said it was not important.

The Employment Rights Act 2025 introduces new changes to the law that employers must follow if employees request flexible working.

If employers are considering rejecting a request, they will have to follow a new process to first consult with their employee. An employer can only then reject a request if it is reasonable to do so.

Acas has launched a consultation on updates to its existing Code of Practice on requests for flexible working to reflect these new law changes and encourage good practice.

Acas chair, baroness Maggie Jones, said: “Our poll reveals that flexible working continues to be a popular requirement for employees in a job. When it works well, it can benefit employers, staff and the wider economy.

“Acas’s updated Code will help employers and employees understand the new law, reach fair and effective decisions and prevent disputes. We are keen to get views on whether it is clear and practical.”

The upcoming law changes set out that an employer can only refuse a flexible working request if they feel it is reasonable to do so. Employers will also need to take specified steps to consult with their employee about a request, unless they accept it in full.

Minister for the Future of Work, Kate Dearden, said: “Flexible working isn’t just about where or when people work. For businesses it’s an important part of retaining talent and building a stronger workforce, and for workers the right flexibility can be the difference between staying in a job or leaving it.

“Next year, we’re helping more workers fit their job around everyday life, providing more protections that mean if flexible working suits them and their employer, they are free to do so without fear of a reasonable request being turned down.”

The revised Code explains how and when employers should consult employees and supports both sides to have constructive conversations about what may be possible. It helps employers reach reasonable decisions based on four principles:

• reaching decisions based on evidence
• adapting where possible to enable a request
• working together to find solutions
• acting transparently and consistently 

These principles are relevant to organisations of every size and sector, although how they are applied will depend on the circumstances, including an employer’s size, resources and operational needs. The Code is intended to support a fair and reasonable approach, not to prescribe the same outcome in every workplace.

Timewise CEO, Clare McNeil, said: “Acas’s updated Code will be a valuable and necessary step in turning the Employment Rights Act into legislation that works in practice, not just in principle.

“Our work shows that even shift-based and site-based roles have more room for flexibility than employers often realise. The organisations that get ahead of this stand to gain the most through better retention, better wellbeing and thousands more people able to access and stay in work.”

The new changes to the law around statutory flexible working requests are expected to take effect in autumn 2027.

Read the consultation on the new draft Code of Practice on requests for flexible working