Flexibility at work: A growing priority for those 30+, parents, and carers

Flexibility in the workplace is becoming increasingly important for employees at different stages of life. Macmillan Davies’ HR Insights Survey, HR: A New Era, highlighted that flexibility is a critical factor for workers of all ages when considering new roles, alongside traditional motivators like remuneration and career progression. However, new research by Phoenix Insights reveals a key turning point: from their early 30s, UK workers start prioritising flexibility—particularly reduced working hours—over higher pay. James Roberts, Senior Consultant at Macmillan Davies discusses.

This shift in priorities reflects not just life-stage transitions but also the growing need for better work-life balance and support for caregiving responsibilities. For organisations aiming to attract and retain top talent, offering tailored flexibility has become essential.

The turning point: Early 30s

Phoenix Insights research shows that while younger workers in their 20s prioritise career progression and higher earnings, preferences begin to change in the early 30s. Workers aged 30–34 increasingly value flexible working arrangements, particularly fewer hours, even if it results in reduced pay.

This marks a critical transition as many individuals in this age group face growing responsibilities, such as starting families or managing other personal commitments. While remuneration remains important, flexibility becomes the key to achieving work-life balance. By their 50s, employees are twice as likely to prioritise working fewer hours rather than increasing them, often to transition toward retirement or accommodate caregiving duties.

Supporting parents and carers through flexibility

Flexible working arrangements are vital not only for workers in their early 30s but also for parents and carers of all ages. Employees balancing childcare, eldercare, or even caring for disabled family members benefit significantly from inclusive policies. Employers must recognise the diverse needs of carers, which can range from parenting young children to supporting ageing relatives or multigenerational households.

For example, options like job sharing, part-time work, remote working, and shift flexibility are essential for helping employees manage their responsibilities. Practical resources such as workplace nurseries, emergency backup care, and virtual tutoring for older children can further ease the burden on working parents.

The Inclusive Workplace Conference in November 2024 highlighted that caregiving responsibilities often fall disproportionately on women, reinforcing the need for organisations to implement equitable policies. By addressing these challenges, employers can foster a more supportive and inclusive workplace.

Beyond basic policies

To fully embrace flexibility, organisations must go beyond standard practices such as offering hybrid working or maternity leave. Instead, they should consider the unique needs of employees at different life stages:

• Inclusive parental leave: Extend policies to adoptive parents and those navigating fertility challenges.
• Support for all carers: Provide targeted resources and hold seminars to identify and assist employees with caregiving responsibilities.
• Manager training: Equip managers to implement policies effectively and communicate inclusively.

Tools such as Bright Horizons’ parental leave toolkit, which provides structured guidance for employees and managers, can help organisations create a more inclusive environment.

Flexibility: a cornerstone of employee retention

“Flexibility is more than a benefit” says James. “It is a necessity for retaining and supporting a diverse workforce. From early 30s workers seeking reduced hours to parents and carers balancing multiple responsibilities, flexibility allows employees to thrive both personally and professionally.”

“For organisations, offering tailored flexibility enhances productivity, reduces turnover, and broadens access to talent pools. By addressing the needs of workers from their early 30s onwards—not just younger employees—employers can create a sustainable and inclusive workplace that attracts top talent and drives long-term success.”

HR Insights: A New Era

To find out how you can get your hands on the report, please contact James Roberts at jroberts@mdhr.co.uk

Get in touch

Should you wish to have a confidential chat with James Roberts to discuss the current HR market or your search for work/recruiting into your team, please contact him directly at jroberts@mdhr.co.uk

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