The rise in flexible working prompted by the pandemic is here to stay in Scotland, according to our new research published five years on from the first UK Covid lockdown.

We’ve been tracking flexible working levels in Scotland since the pandemic, and our latest data shows flexible working has stabilised with 67% of Scottish workers saying they use some form of flexible working in their role, exactly the same number as last year, and up from 46% pre-pandemic.

Hybrid isn’t waning

Our research also shows that hybrid and home working, which is one form of flexible working, remains popular with 77% of office or desk-based workers able to work hybrid and remotely.

Our report, called Flex for Life 2025, is based on data from more than 1,000 Scottish workers 250 employers and 200 unemployed adults looking for work, and is part-funded by the Scottish Government.

Good for business

The new findings show more than seven in ten (72%) Scottish employers think flexible working is good for their business overall, and 95% of employers think flexible working in their own organisation will stay the same, or increase, over the next 12 months.

Nikki Slowey, our co-founder and director, said: “Our data shows flexible working is well-used, well-liked and well-established in Scotland, and the increase in flexible working brought about by the pandemic is here to stay.

“The demand for flexibility from workers is huge, with 85% already working flexibly or wanting to. Crucially, most employers are generally very positive about flexible working too, and recognise the benefits it brings, such as improved recruitment and retention, reduced sickness and absence and better wellbeing for people.

“A minority of employers say they face practical challenges, and some have put off dealing with these while they wait and see whether pandemic-driven flexibility is only temporary.

“Our data shows greater flexible working is very much a permanent fixture. We’re encouraging all employers to embrace the way we work now, to be intentional and proactive in their approach to flexible working, and to make evidence-based, data-driven decisions on what works best for their people, their organisation and their customers.”

Scottish Government support

Employment Minister Tom Arthur said: “This report shows the demand for flexible working has not waned since the pandemic, and is helping to improve employee wellbeing and boost business growth.

“To support more people enter, remain and progress in the workplace the Scottish Government has provided more than £1 million for employers to adopt flexible working practices since 2020.”

Rosie Berridge, founder of accountancy firm, Accountability Edinburgh, offers all members of staff the chance to work from home, as well as lots of flexibility on their hours.

She said: “When I started the business, I had three young children and I was caring for my mother. I was still really ambitious but I couldn’t physically manage full time hours and I needed to work flexibly around my caring commitments. I think that experience means I can spot when someone is talented and driven, regardless of how many hours they want to work, or where they want to work. We have 16 members of staff now, and everyone is trusted to work their hours when and where suits them and our clients best.

“From a business perspective, our staff are incredibly loyal and this benefits clients because we’ve built up knowledge and strong relationships over time. When we do need to recruit, we don’t spend much advertising because our flexibility attracts lots of good quality candidates too.”

Sarah Green, a senior bookkeeper for Accountability Edinburgh, works part time (2.5 days’ work across 4 days) and mostly from home, so she can also support her family.

She said: “I usually work my hours over four short days, which gives me the stimulation of working and means I can respond quickly to client queries but also be around for my children. Working from home saves me nearly two hours a day in travel time on the bus. It just makes sense to use that time better. And I’m conscious it’s much better for the environment too.

“My children are older now and while the demands on my time are different from when they were toddlers, when they do need me it’s very hands-on and usually for bigger, more emotional matters. All my children have additional support needs too, so it’s important for us as a family that I’m on hand when they need me.”

Law firm Morton Fraser MacRoberts employers nearly 500 people and has a ‘presumption of hybrid’ for all staff who can work from home, as well as offering other forms of flexibility, such as part time, staggered hours and term-time working.

Martin Glover, chief people officer at Morton Fraser MacRoberts, said: “Ultimately we trust our staff to manage their time so they do their best work, and they decide in conjunction with their manager whether that’s at home, in the office or with a client.

As lawyers, we account for all our time, so it’s very obvious if our productivity drops. There’s been no negative impact because of us working more flexibly.

“But we have seen a difference in our recruitment and retention. Whether people can work at home is often one of the first questions candidates ask about, and we know being able to work flexibly is something our existing staff value highly. This benefits our business hugely because we can attract and retain the very best talent who then deliver a great service to our customers.”

Rory Penman, business development and tenders manager at Morton Fraser MacRoberts, works 4.5 days a week and hybrid, so he can spend time looking after his children, Dororthy, six, and James, three.

Rory said: “My flexibility means I get more quality time with the children, and I can be around for all the logistical school and nursery drop-offs and pick-ups on Mondays and Tuesdays. This means my partner can work those days and focus completely on her job. We’ve always both wanted to be productive at work and involved in family life. I see lots of other dads doing the same with their partners and families, too.

“From a work perspective, being able to choose where to work from allows me to maximise my day. I like working in the office and generally work there most of the time. But I usually come home at lunchtime on Tuesdays because this means I’m closer to the children’s school and nursery and I can work a bit longer and still collect the children on time, rather than leaving the office and cycling through rush-hour traffic. It’s only a small change but it makes my life much less stressful and means I get more work done.”

Business benefits

The top five business benefits of flexible working, cited by Scottish employers, are:

• 75% – Better staff retention
• 75% – Improved staff mental health and wellbeing
• 69% – Reduced sickness and absence
• 68% – Reduced costs to the business
• 68% – Staff more willing to go ‘above and beyond’

Challenges

The practical challenges some employers feel they are facing include how to talk to staff about flexible working without raising expectations that can’t be delivered, how to make flexible working ‘fair’ across different roles, and how to win over some senior leaders who remain sceptical and are blocking greater flexible working across the organisation. We support employers to overcome these challenges with training and consultancy, some of which we’re able to provide for free.

Inequalities persist

Our research shows that while flexible working has increased overall in Scotland, three in ten (31%) Scottish workers still don’t work flexibly, and salary is the biggest differentiator in who can work flexibly. A total of 80% of workers earning more than £50K work flexibly, compared with 57% of workers earning less than £20K. Frontline workers, such as nurses, teachers, plumbers and factory workers, are less likely to work flexibly than people who are mostly office or desk-based. A total of 64% of frontline workers work flexibly, compared with 73% of office or desk-based workers.

We know employers sometimes struggle to find candidates with the right skills and experience, but those that offer flexibility, and showcase this in recruitment, can benefit from reaching far wider pools of talent. More flexible jobs can also act as a gateway to work for many people – nearly three in ten (28%) unemployed adults looking for work say a flexible job would mean they could work when previously that’s not been possible.

Changing legislation on flex

The UK’s new Employment Rights Act, which is due to come into force in October 2026, includes measures that will make it harder for employers to unreasonably refuse flexible working requests. The legal change will give greater powers to employment tribunals to scrutinise the reasons employers give for refusing flexible working, and whether these decisions were reasonable. This is another incentive for employers to review and enhance they flexible working strategy.

Can we help you?

We exist to help employers like you create successful flexible working that benefits your people, your organisation and your customers. Whether you’re looking to bring your line managers up to speed ahead of the new legislation, want to help hybrid teams connect and collaborate better, or you’d like us to review your flexible working approach and give practical recommendations on how you can move forward, please get in touch via 0141 378 8330 or email hello@flexibilityworks.org