The landscape of flexible jobs is expanding even as return-to-office demands increase across various industries.
- Data from the latest Flexible Working Index reveals a 62% rise in flexible job advertisements compared to last year.
- Despite a general shift towards employer power in the labour market, the demand for remote work options remains strong.
- Remote-first roles continue to represent a significant portion of job offerings.
- Enhanced parental leave stands out as a sought-after benefit amongst job seekers, unlike unlimited annual leave.
The latest data from the Flexible Working Index indicates a notable 62% increase in flexible job advertisements compared to the previous year, signalling a robust growth in this sector. This trend emerges even as many companies increase their return-to-office (RTO) demands, reflecting the evolving priorities of both employers and employees.
As the labour market experiences wage stagnation and rising unemployment, the control appears to be shifting back towards employers. Companies such as Dell, Boots, and IBM have made moves to curb remote work, yet the demand for flexible positions remains undeterred. The Flexible Working Index, based on data from over 4,000 job advertisements and preferences from 8,500 job seekers, underscores the resilience of the flexible job market.
A significant 31% of current job offerings are ‘remote-first’, where office attendance is optional. Despite a 26% decline in these roles since January, companies like TUI Group, Blood Cancer UK, and WeTransfer continue to offer such flexible options. The data suggests that employees are unwilling to relinquish these alternatives, even in the face of enforced RTO policies.
The persistent demand for remote work is apparent, with half of the job seekers actively searching for fully remote roles. Over the past quarter, there has been an 11% rise in these searches, alongside a steady interest in remote-first roles. Companies such as Hertility Health, Trust Keith, and Unplugged remain committed to offering these opportunities, reflecting the preferences of the evolving workforce.
While the need for ‘work from anywhere’ options has decreased, flexibility in terms of enhanced parental leave remains crucial. March saw an increase in workers prioritising this benefit, coinciding with government initiatives to support childcare amidst rising costs. Organisations like Mars UK, Virgin Media O2, and Huel are adapting to these demands, offering enhanced leave benefits despite a decline in interest for unlimited annual leave.
The ongoing expansion of the flexible jobs market highlights a shift in workforce preferences that employers must acknowledge.
