The Flexible Working Manifesto

1. Outcomes are the true measure of work.

Value what gets delivered, not where or when it happens.

2. Design flexibility intentionally, not as an afterthought

Align flex to business goals, team needs, and individual lives. Flexible working is multi-dimensional.

3. Flexibility is the default, not the exception

Escape from outdated models. Build flex into the fabric of work. Embrace the variety of flex options.

4. Flexibility does not limit career growth

Ensure career progression is equally accessible - regardless of how, when or where people work.

5. Flex unlocks access to talent

It’s a lifeline for many - like carers, working mums, disabled people, older workers, and those with health conditions. Flexibility is the key to staying in or returning to paid work. It enables financial independence, boosts innovation, and keeps valuable perspectives in the workforce.

6. Flexibility is a retention superpower

Flexible working is a competitive advantage. Talented people increasingly expect choice in how they work. When we design flexibility well, we keep the people we’d hate to lose.

7. Boundaries enable autonomy

Respect offline time. After-hours comms should be rare and by agreement.

8. Autonomy with alignment beats control

Empower people to shape how they work - with clarity on what and why.

9. One size fits none

Let teams co-create rhythms, tools, and agreements that enables optimum productivity.

10. Async by default, sync by design

Design intentional sync times for team activities, creativity, or complex decision-making.

11. Communicate intentionally and inclusively

Adapt comms to roles, time zones, tools, working patterns, and people. Revisit what works regularly.

12. Meetings must earn their place

Keep them purposeful, time-boxed, and inclusive. Don’t meet just to meet.

13. Connection matters

Whether virtual or in-person, design moments that build trust and spark ideas.

14. Core collaboration beats fixed schedules

Agree when you overlap, then let people flex beyond that.

15. Flex for all roles, not just office ones

Frontline, shift-based, part-time, remote and more - all workers all deserve meaningful flexibility.

16. Flexibility is dynamic

People's needs evolve. So should your systems.

17. Equity starts with visibility

Understand flex needs vs lifestyle choice. Avoid “flexibility privilege.” Inequality breaks the system.

18. Invest in what makes flexibility work

Tools, training, time, trust. Support managers to lead by outputs and outcomes, not hours.

19. Leverage flex to solve real work and real life problems

Use the full spectrum of flexible working options - be creative to meet diverse needs and solve practical challenges.

20. Rest and time offline are non-negotiable

Promote recharge time, deep work focus blocks, and a sustainable pace of work.

21. Policies adapt to humans, not vice versa

Pilot, measure, iterate. Let outdated rules go.

22. Measure what matters

Track productivity, outputs, outcomes, benefits, equity, and wellbeing - not just cost or efficiency