Only a Fraction of Working Mums Feel Confident Requesting Flexible Working

Published : March 27, 2026

For many working mums, balancing professional responsibilities with childcare and family life remains one of the most persistent challenges of modern employment. While workplace flexibility has increasingly been recognised as essential to supporting working families, recent findings suggest that a significant proportion of working mothers still feel uncomfortable requesting flexible working arrangements. This disconnect between policy and practice raises important questions about workplace culture, legal awareness, and the real-world accessibility of employee rights.

A recent survey reveals that only a fraction of working mums feel confident enough to request flexible working. Despite legislative progress in the UK aimed at making flexibility more accessible, hesitation persists. Understanding why this gap exists and what both employees and employers can do to address it is critical to creating a more inclusive and supportive working environment.

If you have any concerns that your employment rights have been breached, contact Redmans Solicitors without delay. Our team of specialists is here to help. Following a brief consultation, we can assess your case, provide expert advice, and guide those eligible through the legal process.

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The Survey Findings: A Confidence Gap Among Working Mothers

The survey findings paint a concerning picture. While flexible working is widely promoted as a solution to help employees manage their work-life balance, many working mothers report feeling uneasy about formally requesting such arrangements. The data suggests that concerns about career progression, employer perception, and job security continue to act as significant barriers.

A key takeaway from the survey is that confidence is not simply about awareness of rights. Many working mums are aware that flexible working options exist, but remain hesitant to pursue them. This hesitation is often rooted in fear; fear of being judged as less committed, fear of missing out on promotions, or fear of damaging relationships with managers.

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The survey also indicates that workplace culture plays a major role. In organisations where flexible working is not actively encouraged or visibly practised by leadership, employees are far less likely to feel comfortable making requests. This suggests that while policies may exist on paper, their practical implementation is inconsistent.

UK Employment Law and the Right to Flexible Working

In the UK, employees have a legal right to request flexible working under statutory provisions. As of recent updates, this right applies from the first day of employment, strengthening accessibility for all workers, including working mothers returning from maternity leave or adjusting to new family responsibilities.

Flexible working can take many forms, including changes to working hours, remote or hybrid working arrangements, compressed hours, or job-sharing. Importantly, the law does not guarantee that a request will be approved, but it does require employers to consider requests in a reasonable manner.

Employers must respond to flexible working requests within a set timeframe and can only refuse them based on specific business reasons. These reasons may include concerns about performance, inability to reorganise work among existing staff, or detrimental impact on quality or customer service. However, these justifications must be genuine and supported by evidence.

Additionally, employees are protected from discrimination under equality legislation. If a flexible working request is linked to childcare responsibilities, refusal may, in some cases, constitute indirect sex discrimination, given that women are still more likely to bear primary caregiving responsibilities.

Why Issues Persist Despite Legal Protections

Despite the existence of clear legal rights, many working mothers still encounter barriers when requesting flexibility. One of the most significant issues is a lack of transparency and communication within organisations. Employees may not fully understand the process for making a request or may be unsure how their request will be evaluated.

Another key issue is workplace culture. In environments where long hours and physical presence are still equated with productivity and commitment, flexible working can be perceived as a deviation from the norm. This creates an unspoken pressure on working mums to conform rather than advocate for their needs.

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There is also a psychological component. Many working mothers internalise the belief that requesting flexibility is asking for special treatment, rather than exercising a legal right. This perception is often reinforced by a lack of visible role models; if senior employees are not openly working flexibly, it can signal that such arrangements are not truly supported.

Furthermore, inconsistencies in how requests are handled can undermine trust. If employees see colleagues’ requests being rejected without clear justification, they may assume their own requests will face the same outcome. This discourages engagement with the process altogether.

What Working Mums Can Do to Uphold Their Rights

For working mothers, understanding and confidently exercising their rights is crucial. Making a flexible working request should be approached as a professional discussion rather than a personal favour. Framing the request in terms of how it can benefit both the employee and the organisation can strengthen its impact.

When submitting a request, it is important to be clear, structured, and solution-focused. Outlining how responsibilities will be managed, how communication will be maintained, and how performance will remain consistent can help address potential employer concerns.

If a request is refused, employees have the right to receive a clear explanation. This explanation must align with one of the legally permitted reasons for refusal. If the reasoning appears vague or unjustified, employees can challenge the decision through internal grievance procedures.

In cases where discrimination may be a factor, further action can be taken. Seeking advice from HR professionals, trade unions, or legal advisers can help employees understand their options. In some situations, formal claims may be appropriate, particularly if there is evidence of unfair treatment.

Importantly, working mothers should recognise that requesting flexible working is not a sign of reduced commitment. It is a legitimate and protected aspect of modern employment rights, designed to support a diverse and inclusive workforce.

Considerations for Employers

Employers play a critical role in bridging the gap between policy and practice. Simply having a flexible working policy is not enough; organisations must actively foster a culture where employees feel safe and supported in using it.

Leadership visibility is essential. When senior staff openly embrace flexible working arrangements, it sends a powerful message that such practices are acceptable and valued. This can significantly increase confidence among working mums and other employees.

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Consistency is another key factor. Flexible working requests should be handled transparently and fairly, with clear criteria applied across the organisation. Providing training for managers can help ensure that decisions are made objectively and in line with legal requirements.

Employers should also consider the broader benefits of flexible working. Research consistently shows that flexibility can improve employee satisfaction, reduce turnover, and enhance productivity. By supporting working mothers, organisations can retain valuable talent and promote gender equality in the workplace.

Communication is equally important. Clearly outlining the process for requesting flexible working, including timelines and expectations, can demystify the process and encourage more employees to engage with it.

Closing the Confidence Gap for Working Mums

The gap between the legal right to request flexible working and the confidence to exercise that right remains a significant challenge for working mums. While a strong foundation is provided by UK employment laws, cultural and organisational barriers continue to limit their effectiveness.

Addressing this issue requires a combined effort. Working mothers must feel empowered to assert their rights, while employers must create environments where those rights can be exercised without fear or stigma. By aligning policy with practice and fostering open, supportive workplace cultures, organisations can ensure that flexible working becomes a genuine option rather than an underutilised entitlement.

Ultimately, supporting working mums is not just a matter of compliance; it is a strategic and ethical imperative. As workplaces continue evolving, flexibility will play an increasingly central role in shaping a fair and inclusive future of work.

Working Mums: Get Help with Redmans

If your flexible working request has been refused, mishandled, or not properly considered, you may have legal options. Redmans Solicitors are employment specialists, and after a quick chat, we can provide expert advice. We can also assess your eligibility to make a claim and guide those eligible through the process.

To begin your journey with us today, please:

The information on this page is intended for general informational purposes only and does not constitute legal advice.