Flexibility on Whose Terms? Rethinking What True Flexibility Means

Is your workplace truly flexible, or is flexibility only offered when it suits the business?

Look around you and you will see flexible work policies are everywhere—but not all flexibility is created equal. In many organisations, flexibility is dictated by business needs first, with employees expected to ‘fit in’ where it’s convenient. 

Have you ever asked yourself, what is flexibility really when it comes to work?

True flexibility isn’t just about where or when work happens—it’s about giving people autonomy over how they do their best work. It’s not a privilege granted by the business or the hierarchy; it’s a fundamental shift from control to trust, where both organisational needs and individual circumstances are valued equally.

Where this doesn’t exist, the flexibility on offer can result in disguised control rather than genuine flexibility.

For flexibility to work, it needs to be a two-way conversation rather than a business-imposed privilege. So, how can leaders rethink flexibility in a way that truly supports both operational success and employee wellbeing?

Flexibility That Only Works for the Business Isn’t Really Flexibility

Many leaders feel they’re supporting flexibility, but in reality, it’s flexibility on the organisation’s terms.

Consider these scenarios:

• Employees can start late—but only if they make up the time elsewhere and know their leader is watching the clock.
• Work-from-home is allowed—but only on quiet days with no meetings.
• Compressed workweeks exist—but only for certain roles, creating imbalance.

When employees sense that flexibility is granted rather than embedded, it creates mistrust. They may comply with the rules but won’t feel truly supported or empowered.

The Risk of ‘One-Size-Fits-All’ Flexibility

A common mistake is treating flexibility as a standard policy rather than an adaptive approach. True flexibility acknowledges individual needs and considers diverse roles, responsibilities, and life circumstances.

For example:
A frontline worker might not be able to work remotely, but they could have input into shift patterns.
A working parent might need an adjusted schedule that allows for school pick-ups or drop offs.
A team member studying part-time might need workload adjustments during exam periods.

True flexibility is about finding ways to give people more control over how, when, and where they work—while still meeting business goals.

Leadership Mindset Shift: Moving from Permission to Partnership

The biggest shift leaders need to make? Stop seeing flexibility as something employees ‘request’ that will create more work for you to manage and start treating it as an essential part of performance and engagement.

Embedding true flexibility relies on the mindset of the local leader.   Here’s how you can make flexibility real: (reflect on the assumptions and beliefs you hold now, which of these points are you most challenged by?)

Move from rules to principles – Instead of rigid policies, create flexibility guidelines that allow for adaptability.

 Trust first, control second – Let go of the assumption that flexibility = lost productivity. The data shows trust-based flexibility improves output and engagement.

Empower teams to design their own flexibility – Instead of a top-down approach, involve employees in shaping what flexibility looks like in their roles.

Real flexibility isn’t just about where and when people work—it’s about giving employees more say in how they do their best work. When flexibility is designed around people, not just business needs, it drives loyalty, wellbeing, and performance.

If you are challenged by the concept of trust-based flexibility, ask yourself why?  Is there a part of your leadership toolkit that is not equipped to handle this way of working?  If so, this is an opportunity for you to go to work on your own mindset and beliefs rather than simply deterring your team away from asking for true flexibility.

As a leader, Are you offering real flexibility—or just flexibility that works for you?