How do we communicate our move to flexible working?

Coordinate the approach across teams by bringing HR, operations, communications, leadership and employees together to shape flexible working. The Frameworks argues that changing working practices cannot be left to internal communications alone: everyone responsible for the arrangements, including the people working under them, needs to participate. Treat communication as part of that shared effort, not as a separate task once decisions have been made. Employee involvement should help shape both working practices and the culture supporting them. The Frameworks recommends listening and adapting cultural norms to reinforce new ways of working, with employee choice helping to foster belonging and commitment.

Explain the reasons and implications of flexible working so employees understand why arrangements are changing and what the change means for them. The Frameworks recommends clear communication and transparent information-sharing to keep people informed and connected. Start by understanding how employees want to work and how they want change to be delivered, rather than treating the announcement as the whole task. A 2025 Staffbase study of employees in Australia, Austria, Germany, Switzerland, the United Kingdom and the United States found that 39% of employees felt poorly informed about the reasons for recent company changes, rising to 45% among non-desk workers versus 36% among desk-based workers.

Keep the dialogue open through timely updates and continuing opportunities for employees to explain what works for them and what does not. The Frameworks recommends learning about individual needs, keeping communication channels open and adjusting working practices as the organisation learns. In its own approach to flexible working, The Frameworks described developing guiding principles around mutual trust and extending its use of an employee engagement platform for more regular feedback. The practical lesson is to make employee participation ongoing, rather than confining it to the initial decision. Keep people informed in good time, listen to their experience of remote and office working, and use feedback to adapt arrangements and supporting cultural norms.