A third of parents with children under the age of seven have been forced to leave a job because they could not access flexible working, according to a new poll.
The findings published by the TUC have prompted warnings that outdated workplace practices are “driving parents out of jobs” – especially mothers – and locking families out of the labour market altogether.
The poll, conducted by Opinium and released after the government’s consultation on flexible working reforms, paints a stark picture of the barriers facing working parents across Britain. It found that:
- 33% of parents with children under seven have left a job due to a lack of flexible working.
- 30% have had informal flexible working requests rejected in full or in part.
- 73% are more likely to apply for jobs that advertise flexible working upfront.
- 53% would be unlikely to apply for a role if the working pattern was unclear.
- 49% said they would be unlikely to request flexible working on their first day.
- 18% did not know they had a legal right to request flexible working.
- 48% reported negative treatment after working flexibly, including feeling undervalued or overlooked for opportunities.
The findings build on growing evidence that inflexible workplace cultures are disproportionately affecting parents and carers. Earlier research found that most UK workers – especially working parents – resist full-time return-to-office demands, while another study showed poor support for working parents is driving talent away.
The TUC says the figures show that employers and ministers are still penalising millions of parents for needing flexibility around childcare and family life. It argues that this is happening despite their repeated promises to modernise working culture after the pandemic.
FLEXIBLE WORKING – A LIFELINE FOR WORKING PARENTS
TUC General Secretary Paul Nowak said the findings showed many parents are effectively being pushed out of work because employers refuse to adapt. “As many parents return to work after the half term break, anyone with kids knows that being able to work flexibly isn’t a perk. It is a lifeline for working families. But the truth is too many parents are still being locked out of the labour market due to rigid and outdated attitudes in the workplace,” noted Nowak. “Improving access to flexible working benefits workers, businesses and the economy, whether it’s through increasing staff productivity or higher retention.”
That’s why the government is right in its ambition “to make flexible working the default through the Employment Rights Act”, added Nowak. “But ministers must go further. It’s time we saw a legal duty on employers to advertise possible flexibility in roles to fit around workers’ lives.”
CHILDCARE RESPONSIBILITIES
The TUC says one of the biggest problems is that parents often do not know whether a job can accommodate childcare responsibilities until after they apply. This discourages many from applying altogether. Campaigners are now urging ministers to introduce a legal requirement forcing employers to advertise flexible working options in job adverts from the outset.
The union body argues that while proposed reforms under the Employment Rights Act are welcome, they do not go far enough. Under the planned changes, employers would have to follow stricter procedures before rejecting flexible working requests and would need to show why refusals are reasonable. But unions say parents need certainty before accepting jobs, not after starting them.
The issue is particularly acute for women. Recent coverage in Fair Play Talks highlights how working mothers continue to carry the burden of childcare inequality, with career progression and earnings often impacted by inflexible work structures.
WIDESPREAD FLEXIBLE WORKING STIGMA
The study also suggests that many workers still fear career damage for requesting flexibility. Nearly half of respondents who worked flexibly said they had experienced negative consequences. They reported that employers or colleagues took them less seriously or denied them opportunities compared with other workers.
The TUC warned this “stigma” is preventing many workers from even asking for support, despite having a legal right to do so. The findings echo previous reports covered in Fair Play Talks which revealed that 50% of working mums said bosses rejected flexible working requests.
Flexible working campaigners argue the issue affects not only parents, but also disabled workers, carers and older employees balancing work with family responsibilities.
WHAT EMPLOYERS SHOULD DO NOW
Employment experts say organisations that fail to embrace flexible working risk losing experienced talent, particularly working parents, at a time when many sectors continue to face skills shortages.
1. Advertise flexibility upfront
Nearly three-quarters (73%) of parents with children under seven say they are more likely to apply for a role if flexible working is included in the job advert. Clearly stating available options can significantly widen talent pools.
2. Train managers to handle requests fairly
The TUC findings suggest that many employers are still rejecting requests for flexible working. Managers should assess requests consistently and objectively, and employers should train them to do so in line with evolving employment law.
3. Focus on outcomes, not presenteeism
Research consistently shows flexible working can improve recruitment, retention and employee engagement when managed effectively. Employers that prioritise performance over visibility are often better placed to retain skilled workers.
4. Remove stigma around flexible workers
Nearly half of parents who work flexibly reported negative treatment. Organisations should ensure flexible workers are not overlooked for promotions, development opportunities or key projects.
5. Review policies regularly
As the Employment Rights Act reforms progress, employers should review recruitment, flexible working and family-friendly policies to ensure they remain competitive and compliant.
FLEXIBLE WORKING NO LONGER A PERK BUT A BASIC NECESSITY
For employers, the message from parents is increasingly clear: flexible working is no longer viewed as a workplace perk. It is a deciding factor in whether many people can enter, remain in or progress within the workforce.
Click here to download the Make Work Pay: Consultation on improving access to flexible working.
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