Flexible Work in 2025: Are We Getting it Right?

It has been over five years since flexible working became the ‘new normal’ for many accounting practices in Surrey and the Southeast. Hybrid schedules, part-time senior roles, and flexible start and finish times are now commonplace. In fact, the vast majority of firms we partner with offer some form of flexibility to their employees.

But we still see challenges. With flexibility embedded, the question now is:

“What does flexible working really mean in 2025, and do employers and employees share the same definition?”

When the truthful answer is “not exactly,” it can lead to mismatched expectations, recruitment disappointments and in turn retention issues.

The Alignment Gap

For employees, flexibility may mean:

• Working from home for a large proportion of the week
• Compressing hours into a four-day schedule
• Adjusting start and finish times to fit personal commitments

For employers it may mean:

• Being in the office on three set days each week
• Core hours are adhered to in order to ensure team collaboration and learning
• Structured in-office days for training and client meetings

When those definitions do not align and may have not been properly expressed this can be a problem. We have seen:

Employers believe they are offering flexibility however team members feel the business and the flexible working policy is too restrictive
Employees want more autonomy than the business currently supports or is is willing to offer
Different teams in the same firm working under different unwritten rules

Why Alignment Matters for Recruitment and Retention

When flexibility expectations are not aligned even the best-intentioned arrangements can cause frustration. Candidates may join a firm and the “flexible working” promise is very important to them , only to find that the reality is a little different to their expectation or needs. Similarly, long-standing team members might reconsider their position if arrangements change without clear communication.

In a competitive market for senior finance talent, clarity and alignment are just as important as the flexibility itself.

What Flexibility Means in Practice

Currently, “flexibility” looks different from firm to firm. For some, it is a hybrid split of office and home days. For others, it is adjusted start and finish times, a compressed working week or part-time roles which can make senior careers more accessible.

The key is not which option a firm chooses but how clearly it is defined and communicated. The most successful flexible practices set expectations openly, apply them consistently and can pivot to shape them around both business needs and individual circumstances. This way, flexibility is not left to interpretation – it becomes a reliable part of the employee experience.

Addressing Common Challenges

Even with clear policies, firms often raise the same concerns:

• Client Service – How can we be sure standards will not drop?
• Team Collaboration – Will remote working affect our culture and communication?
• Workload Management – How do we handle peak periods such as year-end or tax season?

These are valid questions however they can be managed with planning. Strategies which can work well can include:

• Agreeing on clear expectations for availability and response times
• Using shared calendars and communication tools to coordinate effectively
• Scheduling regular in-office days for training and collaboration
• Reviewing arrangements after busy periods to capture lessons learned

Practical Steps to Realign Expectations

If there is a gap between what you offer and what employees expect, try:

• Clarity first – Put your flexible working policy in writing and share it openly
• Consistency – Ensure the same approach applies across teams, unless there’s a clear business reason to differ
• Trial periods – Test new arrangements for three months before making them permanent
• Regular reviews – Encourage open feedback so flexibility evolves with the needs of the business and the team

Five Years On: The Opportunity

The reality is that most firms now offer flexible working and those businesses that get the definition right and communicate it clearly stand out in the market.

When employers and employees are on the same page, flexibility becomes more than a policy; it becomes a genuine competitive advantage for recruitment, retention, and reputation.

At Fletcher George Recruitment, we work closely with accountancy practices across Surrey, London, and the Southeast to connect them with exceptional senior finance talent – and to advise on the recruitment strategies that help keep them ahead in a competitive market.

Contact us today to explore how refining your flexible working approach could give you the edge in attracting and retaining the very best talent.