NHS England » We work flexibly

Flexible working continues to be a central part of how the NHS supports its people. Through the flexible working staff standards, the NHS people promise and the National flexible working people policy framework (2024), we remain committed to offering more flexible, varied roles and opportunities across the workforce.

Flexible working is a key non-pay value offer to our NHS people. The evidence shows that where it is well designed and actively managed, flexible working supports staff retention and reduced absenteeism. It can also enhance recruitment by making the NHS a more attractive employer.

There is also evidence that flexible working can support work-life balance and wellbeing and may help reduce burnout and strengthen engagement by increasing autonomy, control and voice at work. These benefits can contribute to a more sustainable workforce and help organisations retain the skills and experience needed to deliver high-quality services.

From a direct operational perspective, flexible working can directly support delivery of services at times and locations that increase accessibility. The above elements therefore combined to increase both capacity and resilience of the services we deliver, while helping organisations respond to changing service demands, which is why it is one of the key ambitions of 10 Year Health Plan.

In the 2025 NHS Staff Survey, more than 7 in 10 staff said they could approach their line manager to talk openly about flexible working, showing continued improvement across the NHS. This progress is reflected in primary care too, where flexible options such as remote sessions, portfolio roles and annualised hours are increasingly important for sustaining capacity and managing pressure.

We know it is not always straightforward for organisations to accommodate individual working preferences. However, becoming a more flexible and modern employer helps the NHS retain our skilled people, attract new talent and support our staff to build long-term careers within the health service.

How to enhance flexible working in your organisation

There are several things you can do right now to strengthen the approach to flexible working in your organisation. We would recommend that you:

Read the National flexible working people policy framework. This brings the People promise commitment to life and provides clarity on rights, expectations and how flexible working arrangements should be reviewed. This includes day‑one rights, meaningful consultation, updated statutory timelines and the removal of the requirement for staff to explain the impact of a request.
Use the updated Think Flex First guidance developed with NHS Employers.
This includes practical support for staff preparing for flexible working conversations, and guidance for managers leading flexible teams and designing fair, workable arrangements.
Review your flexible working policy to ensure it reflects the national flexible working definition and principles, and takes into account the requirements set out in the flexible working staff standards.
Share the Guidance on contractual issues of flexible working across your organisation. This includes what flexible working is and is not, how to respond to requests, how to advertise roles with flexible options and what to consider when supporting flexible teams. Managers may also find these flexible working frequently asked questions helpful.
Consider sharing the Flexible working e-Learning modules on the Learning Hub across your organisation.
- Module 1 – focuses on why flexible working matters, the evidence behind it, and the policy and legislative context. This module has been updated as of June 2026.
- Module 2 – moves from understanding to action. It focuses on how to put flexible working into practice through effective conversations, fair decision making and practical problem solving. This module remains up to date as of 2026.
Check how clearly flexible options are advertised in your organisation. Using flexible‑working markers on NHS Jobs and TRAC helps applicants identify roles that match their needs and supports fair access.
Use your data to understand staff experience. Indicators such as Q4d, Q6b, Q6c and Q6d in the Staff Survey can highlight progress and identify variation between roles, services and staff groups, including those working in patient‑facing and primary care settings.
See what financial benefits flexible working might have using the flexible working cost calculator. It can support workforce planning by estimating potential savings from reduced turnover and agency usage.

Further information about legislative and contractual obligations is available in the Employment Relations (Flexible Working) Act 2023, Employment Rights Act 2025 , Flexible working – Acas guidance and section 33 of the NHS Terms and Conditions of Service Handbook (Agenda for Change).

Flexible working case studies

You may find these case studies useful when thinking about how to improve practices in your workplace:

Flexible working is also increasingly embedded in general practice, where approaches such as annualised hours, remote/admin GP sessions, portfolio roles and team‑based rostering are helping to improve retention and manage workload in high‑pressure settings.

Further information

For questions or feedback, please contact ournhspeople.hwb@nhs.net

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How to enhance flexible working in your organisation

Flexible working case studies

Further information