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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.