Why We Didn’t Need Flexible Working 20 Years Ago

Written By Chloe Mouser

But We Do Now

Two decades ago, working life looked very different. The pace of life was slower, technology wasn’t as pervasive and traditional office hours matched most people’s daily rhythms. Extended family support was often closer, childcare options were more rigid but aligned with typical work hours, and the boundaries between work and home were clearer.

Fast forward to today:

  • Technology blurs boundaries. We are connected 24/7, often expected to respond outside of traditional hours.

  • Family dynamics have evolved. Dual-income households are more common, single parenting is more prevalent, and caregiving responsibilities for elderly relatives have increased.

  • Mental health awareness is higher. People recognise the importance of wellbeing, work-life balance and sustainable workloads.

  • Parental and medical leave policies have expanded, but returning employees face new challenges balancing complex home lives with demanding roles.

  • Commuting is often longer and more stressful, making rigid start and finish times less practical.

All this means the ‘one-size-fits-all’ workday no longer fits. Flexible working is now vital to help people manage diverse demands - especially when they’re transitioning back after time away.

Why Flexibility Matters Now More Than Ever

For employees returning from leave, flexibility is about more than convenience - it’s about supporting physical and emotional wellbeing while they reintegrate.

New parents juggle unpredictable childcare needs. Those recovering from illness or caregiving may have fluctuating energy and medical appointments. Even beyond leave, people are seeking balance in an ‘always-on’ culture.

Flexible working helps:

  • Reduce stress and burnout

  • Boost focus and productivity

  • Encourage loyalty and retention

  • Create a sense of trust and respect

How Businesses Are Stepping Up

Forward-thinking companies understand this shift and are evolving their return-to-work strategies with flexible options:

  • Phased returns: Gradually ramping up hours to ease the transition

  • Remote/hybrid work: Giving people control over their environment and schedule

  • Custom workloads: Adjusting duties temporarily based on capacity

  • Flexible hours: Starting and finishing work to fit personal needs

  • Ongoing dialogue: Managers check in regularly to adapt support

Real-Life Examples

  • Unilever’s Flexible Return program blends phased hours with coaching to support parents returning from leave.

  • PwC UK offers tailored transition plans featuring hybrid work and wellbeing support.

  • BT Group trains managers to co-create flexible schedules aligned with employee needs.

What More Can Companies Do?

  • Embed flexibility into culture, not just policy

  • Train leaders on empathy and individual support

  • Communicate options clearly and often

  • Measure impact on wellbeing and retention

  • Extend flexibility to all kinds of life transitions, not just parental leave

Flexible working isn’t a fad - it’s an essential evolution responding to how life and work have changed. Organisations embracing this are building workplaces where employees can thrive through big life moments, leading to stronger, more resilient teams.

How has your experience of flexibility changed over the years? Is your business adapting to today’s needs?

Chloe Mouser
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