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Flexible working matters to most employees in Great Britain: 78% of those polled by YouGov for Acas said it was important in a job. But the poll did not ask whether people would reject a particular job without it, so “deal breaker” is stronger than the finding supports.
How important is flexible working in a job?
In an online YouGov poll commissioned by Acas, 1,020 employees in Great Britain were asked: “How important is flexible working in a job for you?” Fieldwork ran from 30 April to 6 May 2026. Acas says the weighted results are representative of British business size and region.
| Response | Share of employees polled |
|---|---|
| Very important | 45% |
| Fairly important | 33% |
| Not very important | 13% |
| Not at all important | 7% |
| Don’t know | 2% |
The 78% who chose “very” or “fairly” important is the basis for the headline’s “four in five”; it is a rounded description, not an exact 80%. The poll is a measure of stated importance, not a test of what respondents would do when offered a specific role.
Does this mean people would turn down a job without flexibility?
No such conclusion follows directly from the question. Saying that flexibility is important does not establish that someone would decline a job, avoid applying, or leave a role if a particular arrangement were unavailable. Those are possible decisions, but this poll did not measure them.
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Acas Chair Baroness Maggie Jones said: “Our poll reveals that flexible working continues to be a popular requirement for employees in a job. When it works well, it can benefit employers, staff and the wider economy.” The poll itself did not test whether flexible working causes better recruitment, retention, productivity or wellbeing.
What counts as flexible working?
Acas framed flexible working broadly as arrangements that give an employee some flexibility in how long, where or when they work. Its examples included:
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- Compact for travelling
- Annualised hours or compressed hours
- Flexitime
- Home working
- Job-sharing
- Overtime
- Part-time working
- Term-time working
That definition is broader than remote or hybrid work. The poll did not ask which arrangement employees preferred, so it cannot show whether people value control over location more than flexibility in hours or working patterns.
What flexible-working rules are changing in Great Britain?
Acas expects changes under the Employment Rights Act 2025 to take effect in autumn 2027. Under the future process, an employer considering refusing a statutory flexible-working request will have to consult the employee. A refusal will be permitted only if it is reasonable for one or more statutory business reasons, and the employer will need to explain why. Until the changes take effect, Acas advises employers and employees to follow the current Code.
The future process concerns statutory requests and the employer’s handling of them; it is separate from what the employee poll says about preferences. The policy details here apply to Great Britain and should not be assumed to describe every UK jurisdiction.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.What is the Acas consultation about?
On 1 October 2026, Acas published a draft revised Code of Practice and opened a consultation. Responses close at 11:59pm on 17 December 2026. The draft sets out principles including evidence-based decisions, adapting where possible, working together to find solutions, and acting transparently and consistently.
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The draft is not the final Code and should not be treated as an operative legal requirement. It remains subject to consultation and the relevant legislative process.
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Sources and further details
- Acas: “Acas updates its Code of Practice on flexible working to reflect upcoming law changes” (1 October 2026), including the poll details and Acas statement.
- Acas: “Acas consultation: draft Code of Practice on requests for flexible working” (1 October 2026), explaining the draft and consultation.
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