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Flexible working matters to 78% of employees surveyed in Great Britain, according to a YouGov poll commissioned by Acas. That is close to four in five—but the poll asked how important flexibility was in a job, not whether respondents would turn down a particular job without it. It therefore does not establish that lack of flexibility would be a deal-breaker.
How important is flexible working in a job?
Acas asked employees in Great Britain: “How important is flexible working in a job for you?” In the online YouGov poll, 45% said it was very important and 33% said fairly important, making 78% in total. Another 13% said it was not very important, 7% said not at all important, and 2% did not know.
The poll included 1,020 employees and was fielded from 30 April to 6 May 2026. Acas says the weighted results are representative of British business size and region. The 78% figure is the basis for “four in five”; it is a rounded description, not an exact 80%. Acas’s announcement gives the poll details.
Does the poll mean people would turn down a job without flexibility?
No such conclusion follows from the question asked. Saying that flexible working is important does not tell us whether someone would reject a specific offer, avoid applying, or accept a job without it. The poll did not measure those decisions, and it does not show that flexible working causes better recruitment, retention, productivity or wellbeing.
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“Could be a deal breaker” is therefore stronger than the survey evidence. The finding shows that a large majority consider flexibility important in a job; it does not establish what they would do when faced with a particular employer or role.
What did Acas mean by flexible working?
The question described flexible working broadly as arrangements that give an employee some flexibility over how long, where or when they work. It was not limited to working from home or hybrid work. Examples included:
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- When work is done: flexitime and annualised hours.
- Where work is done: home working.
- How long or what pattern someone works: part-time working, compressed hours, job-sharing and term-time working.
- Additional hours: overtime.
The poll did not ask which of these arrangements employees preferred, so it cannot be used to rank them.
What is changing in flexible-working rules in Great Britain?
Acas expects changes under the Employment Rights Act 2025 to take effect in autumn 2027. Until they take effect, Acas advises employers and employees to follow the current Code of Practice. The future process is not yet the operative procedure. Acas’s consultation page explains the draft and its status.
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- Under the expected future process, an employer considering refusing a statutory flexible-working request will have to consult the employee.
- An employer will be able to refuse only where refusal is reasonable for one or more statutory business reasons, and will need to explain why.
These details concern Great Britain; they should not be assumed to describe the rules throughout the UK.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.What is the Acas consultation about?
Acas published a draft revised Code of Practice on 1 October 2026 and opened a consultation on it. 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 document remains a draft subject to consultation and the relevant legislative process. Its principles should not be presented as a final Code or as requirements already in force. Acas Chair Baroness Maggie Jones said the poll showed flexible working “continues to be a popular requirement for employees in a job” and added that, when it works well, it can benefit employers, staff and the wider economy. Those potential benefits were not measured by the poll.
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