Why 2025 Is the Year of Flexible Hiring: What UK Jobseekers Expect Now

The UK job market in 2025 is undergoing a profound transformation, with flexible hiring practices moving from a “nice-to-have” to a fundamental expectation among jobseekers. This shift is driven by sweeping changes in legislation, evolving workplace norms, and a workforce that increasingly values autonomy, wellbeing, and outcomes over rigid schedules.

Flexible Working: From Perk to Legal Right

The most significant catalyst for this change is the new legal framework. Since April 2024, all UK employees have the right to request flexible working from their first day on the job. This includes not just remote work, but also flexible hours, compressed workweeks, and job-sharing arrangements. Employers must now consider these requests reasonably and can only refuse them for specific business reasons, following a transparent consultation process. These changes are designed to make flexible working the norm rather than the exception, fundamentally altering the recruitment landscape.

Jobseeker Expectations: Flexibility as a Dealbreaker

UK jobseekers in 2025 are more vocal and discerning about their work-life balance. Surveys show that 98% of employees want the option to work remotely at least some of the time, and 59% of those without flexible arrangements are planning to leave their current roles-a sharp rise from previous years. Flexible working is now a top factor in job selection and retention, often ranking above salary or traditional benefits.

Candidates expect:

• Hybrid or Remote Options: 40% of UK employers now offer hybrid working, and half provide broader flexible arrangements, including variable hours and compressed weeks.
• Outcome-Based Performance: Companies are shifting from monitoring hours to valuing results, rewarding employees for achievements rather than time spent at a desk.
• Transparency and Trust: Jobseekers are wary of “corporate catfishing”-roles that advertise flexibility but fail to deliver-making honesty in job adverts and interviews crucial.

Employer Response: Adapting to Stay Competitive

To attract and retain top talent, UK employers are reimagining their hiring and workplace strategies:

• Flexible Work Policies: Comprehensive, clearly communicated policies are now essential. Employers are expected to discuss flexibility during recruitment and tailor arrangements to individual needs.
• Skills-Based Hiring: There’s a marked shift toward hiring for skills and adaptability rather than traditional qualifications, reflecting the need for employees who can thrive in dynamic, flexible environments.
• Wellbeing and Inclusion: Flexible hiring is closely tied to broader efforts to improve employee wellbeing, combat burnout, and promote diversity and inclusion. Companies are also investing in upskilling and mentorship to support career progression in flexible roles.

Challenges and Opportunities

While the momentum for flexible hiring is strong, challenges remain. Not all sectors can offer the same level of flexibility-frontline and in-person roles lag behind office-based jobs in this regard1. Additionally, employers must balance business needs with employee preferences, ensuring that flexibility does not compromise productivity or team cohesion.

Looking Ahead

2025 stands out as a watershed year for flexible hiring in the UK. Legislative changes, shifting jobseeker priorities, and evolving business practices are converging to make flexibility a central pillar of the employment relationship. Employers who embrace this change-by offering genuine flexibility, focusing on outcomes, and fostering inclusive cultures-will be best positioned to attract, engage, and retain the talent that drives business success in the modern era.