Flexible Working vs Hybrid Working
Flexible Working vs Hybrid Working
What is Flexible Working?
- Generally describes when an individual works (such as working patterns, working part-time and job sharing).
- Every employee has the statutory right to request flexible working.There is no minimum service requirement.
- Employees can make two flexible working requests in a 12-month period.
What is Hybrid Working?
- An approach that encourages staff to work in a location appropriate to the task that they are undertaking, which could be in the office, at home, or another suitable location.
- Refers to where staff work.
- There is an acknowledgement that not all roles are suitable for Hybrid working.
Differences between Flexible Working and Hybrid Working.
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Flexible Working |
Hybrid Working |
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Contractual v Non-Contractual |
Changes made under flexible working may be formal and contractual, although local, informal and non-contractual arrangements can also be put in place |
Changes made under hybrid working are always non-contractual. |
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Right to request |
There is a statutory right to request flexible working. |
There is no statutory right to request hybrid working |
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Impact of changes made |
Changes made under the flexible working policy constitute a permanent change to the employee’s Terms and Conditions, unless a fixed term arrangement is agreed |
Any agreed arrangement under the hybrid working policy can be changed at short notice due to the needs of the business. |
