Eight in 10 UK workers say flexible working is important in a job, according to a YouGov poll commissioned by Acas, as the conciliation service launched a consultation on its updated code of practice on 1 October.

The survey found 78% of workers consider flexible working important, while 20% do not. Acas published the figures alongside a revised statutory code designed to prepare employers for new obligations arriving through secondary legislation under the Employment Rights Act: from autumn 2027, managers must hold a meeting with employees before rejecting a flexible working request, discussing potential alternatives and addressing any barriers.

The consultation went live at 10am on 1 October and closes at 11:59pm on 17 December 2026. Acas chair Baroness Jones said the body wants views on whether the revised code is "clear and practical." Until the new rules and updated code take effect in autumn 2027, employers should continue to follow the current code of practice.

What the revised code asks of employers

The proposed code advises employers on how to consult with employees following requests and how to keep those conversations constructive. It rests on four principles: reaching decisions based on evidence; adapting where possible to accommodate a request; working together to find solutions; and acting transparently and consistently.

Acas stressed that how the code applies will depend on circumstances, including a company's size, resources and operational needs. That qualification matters for HR teams planning policy: the code sets a standard of process rather than a guaranteed outcome, and employers will still be able to refuse requests where a legitimate business reason exists.

Stakeholder reactions

Clare McNeil, CEO of flexible working non-profit Timewise, called the code "a valuable and necessary step" in turning the Employment Rights Act into practicable legislation. "Our work shows that even shift-based and site-based roles have more room for flexibility than employers often realise," she said. "The organisations that get ahead of this stand to gain the most through better retention, better wellbeing and thousands more people able to access and stay in work."

Minister for the Future of Work Kate Dearden framed the changes in retention terms. "Flexible working isn't just about where or when people work," she said. "For businesses it's an important part of retaining talent and building a stronger workforce, and for workers the right flexibility can be the difference between staying in a job or leaving it."

Dearden added that next year the government will help more workers fit their job around everyday life, "providing more protections that mean if flexible working suits them and their employer, they are free to do so without fear of a reasonable request being turned down."

Catrin Mills, partner in the employment team at Sharpe Pritchard, said the survey delivers a clear message: "Flexible working is a key factor in deciding where to work and whether to stay."

"As the law moves towards greater protection for workers seeking flexibility, employers who are still reluctant to embrace new ways of working risk losing talent to more agile competitors," Mills said. "The most successful organisations will be those that can demonstrate a genuine willingness to explore flexible arrangements while still meeting operational demands."

She noted that while refusals on legitimate business grounds remain possible, the Employment Rights Act reforms "place even greater emphasis on meaningful consultation and careful consideration before a decision is reached."

What HR teams should do now

Mills' advice is concrete: review flexible working policies and update manager training now so requests are handled consistently, fairly and in line with the new legal requirements. The autumn 2027 meeting obligation, in particular, shifts the burden toward documented consultation before any rejection, which will test how well line managers are prepared to explore alternatives rather than default to refusal.

With a 78% worker preference for flexibility on record and a statutory consultation open until 17 December 2026, employers have a 15-month window to align policies, training and decision-making processes before the new regime takes force.