How Flexible Working Supports Better Mental Health at Work

Mental Health Awareness Week, which runs from 13th-19th May in 2025, is a timely reminder for employers to reflect on the emotional wellbeing of their teams. For SMEs, where resources may be more limited, one powerful and cost-effective way to support mental health is by embracing flexible working.

The link between flexibility and wellbeing

Flexible working gives employees greater control over how, where, and when they work. 

This control can make a huge difference to mental health by:

Reducing stress and burnout – Flexibility allows staff to work at their most productive times and manage personal responsibilities more easily, cutting down on stress.

Supporting better work-life balance – Whether it's managing childcare, avoiding a stressful commute, or attending a midweek mental health appointment, flexibility helps people juggle life without guilt.

Encouraging autonomy and trust – Giving employees more say in how they work builds confidence, reduces anxiety, and boosts engagement.

Normalising open conversations – Flexible working opens the door to more human conversations about individual needs—one of the key steps in breaking the stigma around mental health at work.

What does flexible working look like for SMEs?

Flexibility doesn’t have to mean fully remote. It’s about offering choice and understanding. 

For SMEs, that might include:

• Flexible start and finish times

• Condensed hours or four-day weeks

• Hybrid working models

• Time off in lieu (TOIL)

• Job sharing or part-time roles

The key is working with your team to understand what flexibility means to them and finding ways to make it work for your business.

Making it work for your people and your business

SMEs often worry that offering flexibility will reduce productivity or make managing teams harder. 

But research shows the opposite: when people feel trusted and supported, they are more motivated and loyal.

According to a recent survey, 82% of UK workers said flexible working improves their wellbeing, and over 60% said it makes them more likely to stay in a role.

Why not ask your team what changes could make their working lives healthier and more balanced?

Small Steps, Big Impact

You don’t have to overhaul your entire structure. Start small:

• Trial a flexible hours policy

• Introduce "no meetings" hours for focused work or wellbeing breaks

• Offer remote working for one or two days a week

• Make wellbeing part of 1:1 conversations—not just annual reviews

Final Thought

Flexible working isn’t just a recruitment trend, it’s a meaningful way to care for your employees’ mental health. This Mental Health Awareness Week, consider how your business can be more flexible, supportive, and inclusive.

If you would like to start thinking about how you could offer flexible working, but worried about how this might impact your business, bring in an advisor as a sounding board. Someone who ensures that you look at the big picture as well as the finer details. If you would like any recommendations, please let me know and I will make introductions to HR Consultants and Business Mentors & Coaches who can help.

Thank you for taking the time to read our blog - please get in touch if you have any questions about the topic or recruitment in general.