Why flexibility matters now
• 2 in 5 people in Scotland say they can’t work at all without flexibility. That’s not a “nice to have” – it’s a deal breaker.
• 85% of workers either have or want flexible working. Yet only 30% of jobs are advertised as flexible.
• 25,000 more jobs could be created for the Scottish economy with greater flexibility.
Anyone sticking to rigid hours in a fixed location risks shutting the door to talent they can’t afford to lose.
Flexibility, productivity and purpose
When people can work in a way that fits their lives, they bring more energy and commitment to their jobs. Productivity isn’t about squeezing more hours out of staff – it’s about creating the conditions where people perform at their best.
Research shows flexible workers:
• Stay longer, reducing costly turnover.
• Report higher job satisfaction, which supports better performance.
• Take fewer sick days, helping business continuity.
For purpose-driven businesses, flexibility is also about fairness. It helps level the playing field for carers, parents, older workers, and those managing disabilities or health conditions. It builds loyalty and advocacy from staff, and shows applicants, customers and suppliers that you’re serious about fair work – increasingly a factor in public procurement.
Flexibility in practice for SMEs
Flexibility doesn’t mean offering everything to everyone. Most people don’t want to work from a beach in Bali – they just want to see their child’s school play or take a parent to the GP. SMEs don’t have endless resources, but they often have the agility to adapt fast.
Options include:
• Flexible start and finish times – particularly valued by parents or in sectors where remote work isn’t possible.
• Compressed hours or four-day weeks – popular for wellbeing and retention.
• Remote or hybrid work – widening your talent pool beyond geography.
• Job shares or part-time roles – bringing experienced people back into work.
• Annualised hours – allowing staff to give more during peak times, with flexibility in quieter periods.
The key is clarity. Spell out what’s possible in job ads and design flexibility that works for both sides.
A practical way to start
If you’re testing the waters, a simple first step is to advertise roles with clear flexibility options. “Open to flexible working” isn’t enough – be specific about what you can offer. Only around a third of jobs are advertised flexible, meaning employers are missing out on a motivated talent pool.
That’s why we launched Flexible Working Scotland, a jobs board connecting diverse, flexible talent with forward-thinking employers. With 23,000 people in our active community and a new platform in beta, we’re keen to work with flex-friendly and flex-curious employers. Our cross-subsidy model means larger organisations help fund discounts for charities, social enterprises, and microbusinesses, keeping flexible recruitment accessible.
Employers who join now as early adopters will get their roles in front of this talent pool and benefit from pilot offers such as free job ads in return for feedback – all while shaping a tool designed for growing enterprises.
Flex for the win
Flexible working isn’t about lowering expectations or handing over control – it’s about designing work that unlocks productivity, purpose and fairness. For SMEs, it’s a competitive edge hiding in plain sight.
Why not make flexibility your next growth strategy?
Sign up here to be a pilot employer on the Flexible Working Scotland jobs board.
About the author
Lynn Houmdi is passionate about work that works. She works to help people access meaningful, fulfilling work that fits with all the other commitments and enjoyment of life. She does this through Making Work Work, an award-winning suite of women returners programmes she designed and now delivers with The Challenges Group and through Flexible Working Scotland, a community of almost 23k members committed to working flexibly, recruiting flexibly and advocating for greater flexibility and equality at work. Lynn was nominated Scotland’s Flex Influencer in 2022. She has been called upon to give evidence on parental employability and flexible working to the Scottish Parliament and has joined several campaigns fighting for more flexible, fairer work for working parents and others.
Lynn’s vision for the future is that employees are judged on results that they deliver by working when, where and how they can make their best contribution. This is better for them, better for their families, and better for business.
