Flexible Working and Staff Wellbeing in Charities

Flexible and remote working have become increasingly common across the voluntary sector. Many organisations now use hybrid working models or support staff working from multiple locations. When implemented well, flexible working can help staff manage work–life balance, improve wellbeing and strengthen organisational resilience.

At the same time, voluntary sector roles can be emotionally demanding, and staff often work with limited resources. Supporting wellbeing is therefore essential for maintaining a healthy, motivated workforce.

This section provides an overview of how charities can approach flexible working alongside promoting staff wellbeing.

Types of Flexible Working

Flexible working can take several forms, including:

• remote or home working
• hybrid arrangements between home and office
• flexible start and finish times
• compressed hours or part‑time roles

Offering flexibility can help attract and retain talented staff and support people with caring responsibilities, health conditions or different working preferences.

For more detailed guidance on statutory flexible working requests, ACAS provides clear explanations of employer responsibilities here.

Managing Remote and Hybrid Teams

When staff work remotely, communication and connection become especially important. Helpful practices include:

• regular team meetings and check‑ins
• clear objectives and expectations
• using digital tools for collaboration (shared documents, project management systems, video calls)
• ensuring staff have what they need to work safely and effectively at home

Maintaining strong communication helps ensure remote staff feel included and supported.

Flexible Working Requests

Employees in the UK have the legal right to request flexible working. Organisations should:

• consider requests carefully
• follow a clear and consistent process
• document decisions
• communicate outcomes transparently

More guidance on handling requests is available from ACAS here.

Recognising Workplace Pressures

Staff in voluntary organisations often experience:

• high workloads
• emotional pressure from frontline delivery
• limited staffing capacity
• uncertainty caused by funding cycles

Acknowledging these pressures helps organisations take a proactive approach to wellbeing.

Supporting Wellbeing

Remote and hybrid work can provide autonomy, but may also create challenges such as isolation or blurred boundaries between work and home life. Managers play a key role in supporting staff by:

• encouraging regular breaks and use of annual leave
• discussing workload and priorities
• modelling healthy working habits
• maintaining regular, supportive check‑ins
• creating space for open conversations about mental health

Mind provides practical guidance for employers on creating mentally healthy workplaces here.

Wellbeing Initiatives

Charities can strengthen wellbeing by introducing initiatives such as:

• mental health first aid training
• employee assistance programmes
• wellbeing policies
• informal check‑ins or peer support groups
• opportunities for shared learning and reflection

Even small actions can improve morale and support staff retention.

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