Workplace flexibility continues to be at the top of employees’ wish lists. A recent Robert Half survey found that flexible work schedules are the number one perk across all generations, from baby boomers to Gen Z, with remote work coming in a close second.
For many professionals, flexibility is non-negotiable—65% say they will only consider jobs that offer options like fully remote or hybrid work. But what does flexibility actually look like in practice, and how can employers offer it without compromising on productivity? Let’s break it down.
What does workplace flexibility mean?
According to Great Place to Work, workplace flexibility means employees can be productive no matter when or where they perform their work. Rather than following rigid schedules or structures, flexibility recognizes individual needs and supports better work-life balance and overall wellbeing. They also share that a flexible workplace is one where management trusts employees to get their work done outside of traditional structures and provides the tools, resources and support they need to succeed in this setup.
At its core, workplace flexibility is about autonomy. Employees want the freedom to decide how they accomplish their work while still contributing effectively to their teams and projects.
Why do employees value workplace flexibility?
Schedules today are more demanding than ever. In many households, both parents work full-time while staying on top of children’s school, activities and appointments. Others are caring for aging parents, managing chronic health needs or juggling side hustles to make ends meet. Even for those without major family commitments, the traditional 9-to-5 doesn’t always align with peak productivity times or creative flow.
Flexibility helps employees manage their work and personal responsibilities in a healthier way. They value it because it gives them control over their schedules and allows them to balance competing demands.
Benefits of workplace flexibility
According to Canada’s Labour Code, flexible workplaces can benefit both employees and employers in meaningful ways, such as:
- Decreasing employee absences: Flexibility allows employees to manage personal appointments, health needs and unexpected events without taking unplanned time off.
- Improving employee health: Employees can incorporate exercise, healthy meals and self-care into their day, supporting both physical and mental wellbeing.
- Increasing satisfaction in the workplace: Feeling trusted and supported by management increases motivation, engagement and overall job satisfaction.
- Enhancing employee selection and retention: Flexible work options make your organization more attractive to a wide range of employees, including millennials, who highly value work-life balance and autonomy and experienced workers, who often seek greater control over their schedules.
- Boosting productivity and innovation: When employees have control over their schedules and work environments, they can focus more effectively, think creatively and complete daily tasks efficiently.
Early insights from our 2025 employee sentiment survey results (due to be released later this year) show the same trend: organizations that support employee wellbeing, autonomy and flexibility see real gains in employee motivation and productivity.
- 94% feel more resilient and prepared to adapt to organizational change.
- 85% feel their organization supports a healthy and safe workplace.
- 94% feel more resilient and prepared to adapt to organizational change.
- 85% feel their organization supports a healthy and safe workplace.
Ways employers can offer flexibility
There’s always an opportunity to offer more flexibility. Even in industries where physical presence is required, there are ways to give employees more control over their schedules.
Here are a few options organizations can consider:
Schedule adjustments:
- Flexible start and end times to accommodate personal commitments
- Compressed workweeks, such as four ten-hour days or nine days over two weeks
- Shift swapping to give employees more control over their work patterns
- Extended lunch or mid-day breaks for appointments, exercise or caregiving
Work location options:
- Hybrid work models combining in-office collaboration with remote workdays
- Job sharing arrangements that split responsibilities between two employees
Seasonal or special policies:
- Rolling Fridays, where every second Friday employees take off
- Summer flex policies, such as half-day Fridays or Fridays off during July and August
Tip: Listening to employees’ needs is key. A short survey or one-on-one check-in can help you understand which options are the most valuable to your team.
How to offer flexibility without losing focus and culture
Workplace flexibility has real benefits but it also asks us to rethink how work gets done. Culture, performance and fairness across teams can all be affected by flexibility. The key to making it work is by offering the right support across people, processes, technology and information. When one piece is missing problems show up. For example, new tools without manager training create frustration and policies without cultural support can feel unfair. Organizations that bring everything together with trust, fairness and clear goals are better prepared to make flexibility successful and build a stronger workplace culture.
Challenge #1: The ability to lead people differently
Flexibility succeeds or fails based on mindset. Leaders who still see flexibility as lost productivity or haven’t been trained to lead distributed teams, may create a lack of trust. When flexibility isn’t equally accessible, it quickly feels unfair.
What leaders can do:
- Build manager capability to lead by trust, not time spent online.
- Role model flexibility so employees know it’s safe to follow.
- Design for equity so flexibility doesn’t become a privilege for a select few.
Challenge #2: The ability to redesign how work gets done
Even the best intentions can fall apart if processes don’t keep up. Too often, flexible work is applied inconsistently across teams, ways of working remain tied to old 9–5 rhythms and employees tire of constant policy shifts.
What leaders can do:
- Set clear rules so flexibility works the same for everyone but can still shift when needed.
- Focus on results, not time at hours logged—have fewer meetings and let people work on their own schedule.
- Communicate through change so employees understand not just the “what” but the “why.”
Challenge #3: The ability to use data with trust
Most organizations don’t know how flexibility affects performance, engagement or employee wellbeing. Worse, when data feels like surveillance, employees check out.
What leaders can do:
- Choose the right measures and connect flexibility to results like retention, innovation and engagement.
- Keep asking through surveys and feedback to understand employees’ needs.
- Be open about how you’re using data to make things better, not to watch over people.
Challenge #4: The ability to enable with technology
Technology should make work easier, but sometimes it does the opposite. Too many tools can slow people down. Some employees still don’t have the basics for remote work. And as work happens anywhere, security risks keep growing.
What leaders can do:
- Simplify the tech tools so teamwork feels connected and organized.
- Make sure all employees—not just office staff—have the same access and flexibility.
- Keep security strong, but easy to use by using smarter protections, not more complicated ones.
Flexibility is here to stay
Workplace flexibility is no longer a perk, it’s a performance lever. Organizations that get it right see higher trust, stronger culture and better results. Those that don’t risk turnover, disengagement and falling behind in the talent market.
Is your organization prepared to meet the demand for workplace flexibility?
How to align workplace flexibility with your wellbeing strategy
Flexibility is an important piece of supporting employee wellbeing, but it’s only one part of the big picture. A comprehensive wellbeing strategy helps you address all aspects of employee wellbeing and create a workplace where your team feels valued.
Read our wellbeing report to learn about the key drivers of employee wellbeing and the next steps your business can take to build a stronger strategy.
