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Human Resources

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.


Flexible Working

Hybrid Working

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.

Right to request

There is a statutory right to request flexible working.

There is no statutory right to request hybrid working

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.



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