Over the last 3 months, I’ve noticed a pattern — one that speaks to a growing tension between the evolving expectations of employees and the operational reality for employers.
In three separate cases with different clients, I’ve seen new hires, often within their first few weeks, raise requests for flexible working. These requests are absolutely within the employee’s rights, and as someone who supports workplace adaptability, I fully respect that. But what makes these situations challenging is when these conversations are happening: once the offer has been made, and after the induction process has begun.
Let’s not forget the recruitment effort that precedes this: weeks (sometimes months) of shortlisting, interviewing, internal sign-offs, contract prep, and onboarding logistics. For a company to invest that much, only to be met with fundamental working arrangement changes almost immediately after day one — it’s frustrating. Not because flexibility is a problem, but because transparency came too late.
In each case, the flexible working requests, whether it was part-time hours, different hybrid expectations beyond policy, or location constraints, were changes that could have been discussed at the interview stage. In fact, some felt like circumstances that likely existed before employment began.
So, here’s the question I want to put forward: Why are we not having more honest, open conversations about flexible working before an offer is made?
As flexible working becomes more embedded in our culture, it’s time for both employers and candidates to treat it as a standard part of early dialogue, not a post-hire curveball.
It’s not just about fairness to the employer. It’s about setting everyone up for success from day one, with eyes wide open.
If you are looking for help with Flexible Working in your business, then please get in touch and find out how we can help today.