Despite the events of the last five years offering many workers the chance to work more flexibly, whether that’s working from home more or fitting work around the school run, there’s been a significant shift in companies asking employees to come into the office more since the new year.

We’ve all discovered new ways to make work fit around our lives, instead of the other way round, and to have to give that up for a less flexible, less desirable and, quite often, less productive way of working feels counter intuitive.

However, many of these return-to-office orders are based on outdated ideas around presenteeism. Hiring platform Indeed found that 56% of UK bosses would be more likely to favour employees who come into the office more often, which can leave office workers feeling pressured to sacrifice their personal time and undermine their work-life balance to stay competitive at work.

Whether your company is asking you to come into the office more or you feel you’d benefit from a more flexible working schedule, Indeed’s talent strategy advisor, Rebecca Williams, has these tips for asking for more flexibility at work.

Come prepared with evidence. Whether you’re advocating for a four-day week or defending the option to work from home, framing your request as a strategic, evidence-backed decision will make it harder for your employer to dismiss it.

Highlight how deeply ingrained flexibility has become in our society by using industry research, case studies or data showing how flexible policies have improved productivity and employee satisfaction. One study found that three in four hybrid workers felt they were more productive (74%) and more motivated (76%) when able to work remotely and 85% said it improved their job satisfaction.

Focusing on outcomes, rather than just hours worked, is key when advocating for flexible work arrangements. This also presents you as results-driven and committed to the goals of your role, rather than the process itself.

By demonstrating how flexibility benefits both you and the company, you make a compelling case for why it’s not just a personal preference but a key driver of success. For example, working from home allows employees to save time on commuting, giving them more opportunities to exercise, which is proven to boost mental clarity and reduce sick days. A home office can also create a more relaxed and focused environment for some team members. Likewise, short online meetings can improve efficiency by eliminating the time spent gathering and starting a meeting in person.

You may find that others on your team share your desires, which can further strengthen your position. If multiple team members express similar wishes, it becomes a more impactful conversation. Aligning with your colleagues can not only take the pressure off handling the discussion alone but also help establish a more supportive, collective approach to setting boundaries in the workplace.

Advocating for flexibility at work is about more than just asking for a different schedule – it’s about strategically communicating your needs, showing your value and prioritising your wellbeing. By taking these steps, you’re not only advocating for flexibility – you’re paving the way for a more balanced, sustainable approach to work for yourself and potentially others in your organisation.

In a more flexible work environment, you may notice favouritism toward a colleague for staying late, being more present in the office or feel that your flexible choices are being penalised. Don’t hesitate to prioritise your health first and set firm limits on what is right for you. If you feel your flexible working style (which is perhaps different from others at your company) comes at the cost of career progression, it could be time to explore new career opportunities better aligned with your needs.

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