A lack of flexible working opportunities is forcing many parents out of the workforce and limiting access to new roles, according to new research from the Trades Union Congress (TUC).
The findings, published following the Government’s consultation on flexible working reforms under the Employment Rights Act, reveal that a third (33%) of parents with children under seven have left a job because flexible working arrangements were not available.
The polling, conducted by Opinium, also found that 30% of parents with young children have had informal requests for flexible working rejected, either partially or in full, highlighting ongoing barriers to workplace flexibility despite growing demand.
For HR leaders, the research underscores the increasing importance of flexible working as both a recruitment and retention tool in a competitive labour market.
Nearly three-quarters (73%) of parents surveyed said they would be more likely to apply for a role if flexible working options were clearly stated in the job advertisement. Conversely, more than half (53%) said they would be unlikely to apply for a role if they were unsure whether the working pattern would fit around their family responsibilities.
The findings also suggest that workplace culture remains a significant challenge. Almost half (49%) of respondents said they would be reluctant to request flexible working on their first day in a new role, while 48% reported negative experiences after working flexibly, including feeling less valued, being taken less seriously, or receiving fewer career opportunities than colleagues.
The TUC argues that these barriers are preventing many parents, carers, women and disabled workers from fully participating in the labour market.
New measures within the Employment Rights Act are intended to make flexible working the default position by requiring employers to follow more robust processes before rejecting requests and demonstrate that any refusal is reasonable.
However, the TUC is calling on ministers to go further by introducing a legal duty requiring employers to advertise available flexible working options at the recruitment stage.
TUC General Secretary Paul Nowak said flexible working should no longer be viewed as a workplace perk.
“Being able to work flexibly isn’t a perk. It is a lifeline for working families,” he said. “Too many parents are still being locked out of the labour market due to rigid and outdated attitudes in the workplace.”
The findings add to growing evidence that flexible working is becoming a key factor in workforce engagement, retention and talent attraction strategies.
