Flexible Working Advice for Older Workers Over 50

Finding work that fits life after 50 can be a turning point. Flexible hours, hybrid patterns and different contract types open doors to roles that value your skills while leaving space for health, caring and purpose. If you are ready to see what is out there, start by browsing current opportunities labelled flexible at pretirement.jobs.

What flexible working actually means in the UK

Flexible working is a broad term. It covers any change to when, where or how long you work that differs from a standard full-time schedule at a fixed location.

Common formats include:

• Part-time hours across fewer or more days
• Hybrid working across home and office
• Fully remote roles
• Flexitime with set core hours and freedom around them
• Compressed hours, for example 37.5 hours over four days
• Annualised hours spread unevenly across the year
• Job sharing split between two people
• Term-time only or seasonal patterns
• Phased retirement with a gradual step-down in hours or responsibility

The key theme is output. The organisation agrees a pattern, you deliver the results, and both sides keep talking about what works.

Why flexible working matters for over-50s

Life at 50, 60 and beyond is busy. Many people are supporting ageing parents or a partner, helping grown-up children, and taking care of their own health. Rigid schedules often clash with this reality.

Flexibility helps people stay in rewarding work for longer. It reduces commuting stress, supports medical appointments, and releases time for volunteering, hobbies or learning. Money matters too. The option to move to four days or a job share can make staying in work more sustainable while drawing a pension or building savings.

There is confidence in knowing you can keep your standards high without burning out. That is the difference flexible work can make.

Benefits of flexible working for older workers and employers

Flexible work is not only good for individuals. Organisations benefit from experience, reliability and a strong client focus that often deepen with age.

For workers over 50:

• Better control of energy and health routines
• More time for caring commitments and life admin
• Space to upskill or retrain
• Reduced travel costs and fatigue
• A path to gradual retirement rather than a cliff edge

For employers:

• Higher retention of skilled staff
• Lower absence and stronger engagement
• Continuity in client relationships
• A wider talent pool, including returners and career changers
• Stronger succession planning with job shares and mentoring

Everyone wins when way of working supports performance.

Flexible working options for over-50s: what fits your life

Not all flexibility looks the same. The mix you choose depends on your role, team needs and personal goals.

Here is a quick comparison:

One size does not fit all. Start with your non-negotiables, then shape a pattern that supports them.

UK flexible working rights in 2024: what the law says

The UK framework changed in April 2024. Employees now have a day one right to request flexible working. You no longer need 26 weeks’ service to ask.

Key points:

• You can make two requests in any 12 months
• Employers must respond within two months, including consultation
• You do not have to explain the effect on the employer, though it helps to address it
• Employers can refuse, but only for one of the statutory business reasons
• You can appeal internally if refused

The eight statutory reasons include cost, impact on quality or performance, and an inability to reorganise work or recruit.

Separate to flexible working, the Equality Act 2010 covers reasonable adjustments for disability. That might include changes to hours, duties or equipment. There is also a day one right to one week of unpaid carer’s leave each year under the Carer’s Leave Act 2023.

ACAS publishes up-to-date guidance and a Code of Practice. Knowing the ground rules makes conversations smoother.

How to request flexible working: a simple step-by-step

1. Audit your role Write down tasks you do, the peaks in demand, and where your presence is genuinely needed.
2. Pick one or two patterns Choose a schedule that meets both your needs and the role’s realities. Keep a second option in reserve.
3. Draft your case Show how you will keep service, quality and communication strong. Include coverage for team meetings and deadlines.
4. Submit a formal request Use your employer’s form or email HR. Make it clear this is a statutory flexible working request.
5. Discuss and refine Expect a meeting. Come prepared with data, compromises and a trial plan.
6. Get it in writing If agreed, ask for a written variation to your contract. Check pay, benefits, holiday and pension details.
7. Review after a trial Suggest a 12-week review to fix snags and confirm what works.

A short request template you can adapt

Subject: Statutory flexible working request

Hello [Manager name],

I would like to make a statutory flexible working request. I propose [pattern, for example, hybrid with two home days on Tuesday and Thursday and flexitime outside 10.00 to 15.00]. My start date would be [date].

This pattern supports role requirements by [how you will meet deadlines, cover key hours, attend in-person meetings]. I have included a coverage plan and propose a 12-week trial period followed by a review.

Please let me know a suitable time to discuss.

Kind regards, [Your name]

Building a business case that lands with managers

Managers say yes when they can see continuity and results.

Try these points:

• Show service coverage: name a colleague who can be the in-office contact on your home days, and offer the same in return
• Put numbers on the benefits: reduce commuting time by five hours a week and reinvest in client prep or project work
• Schedule anchor points: weekly in-person team day, set surgery hours for stakeholders, monthly planning session
• Document handovers: a simple checklist and shared tracker reduces friction in job shares or hybrid models
• Offer a trial: suggest 12 weeks with clear metrics, then a review
• Share case studies: examples from your sector help managers feel safe saying yes

Specifics beat general promises. The clearer your plan, the easier it is to approve.

Handling common employer concerns

Objection: We will lose coverage for key hours Your reply: Propose core hours you will always cover, plus a rota for the remaining time with named back-ups.

Objection: Team fairness will suffer Your reply: Suggest a transparent rota and the same opportunity for others to request patterns that suit their roles.

Objection: Collaboration will dip Your reply: Fix office anchor days and keep project rituals. For example, stand-ups on video at 9.15, team day every Wednesday, workshop in the office once per sprint.

Objection: Performance could slip Your reply: Agree measurable outcomes. Keep a simple weekly status update that tracks progress against goals.

Objection: IT and data security risks Your reply: Confirm you will follow policy, use approved devices and complete any required training.

Small adjustments to process often calm big worries.

Practical tips for making flexible work a success

• Set guardrails around availability. Share them with your team and stick to them most of the time.
• Keep a tidy, comfortable workspace at home. Good lighting and a supportive chair make longer days easier.
• Use smart batching. Group tasks that need deep focus on home days. Save relationship work and mentoring for office days.
• Learn your productivity curve. Schedule demanding work when you have the most energy.
• Automate routine tasks. Calendar scheduling links, templates and keyboard shortcuts all help.
• Keep social links alive. Book regular coffees, virtual or in person, especially if you work mostly from home.
• Track your wins. A simple log helps in review conversations and builds confidence.

There will be tweaks. Treat the first few weeks as a pilot and speak up early.

Phased retirement and smart transitions

A sudden stop rarely suits people with deep expertise. Phased retirement lets you reduce hours, reshape duties or step into advisory work while training successors.

Options include:

• Moving from five days to four, then three
• Swapping line management for a technical specialist role
• Becoming a mentor or coach for a defined period
• Turning a full-time post into a job share while you hand over
• Switching to consultancy on a project basis

If you draw a pension, ask your scheme about the rules for flexible retirement. Many allow partial drawdown while you keep working, though there can be tax and contribution limits to consider. An independent financial adviser can help you make a plan that suits your goals.

Job sharing for senior roles

Job sharing opens leadership positions to experienced people who do not want full-time hours. Done well, it offers continuity and breadth.

Make it work with:

• Overlap time every week for joint decisions
• One inbox and one task board to avoid duplication
• A shared diary with clear ownership on who leads each meeting
• Joint goals and a single performance review
• A one-page guide for stakeholders that explains how to work with the pair

Two people with complementary strengths often cover more ground than one.

Health, caring and work: getting the balance right

Health needs can change with age. Menopause, musculoskeletal issues, long-term conditions or recovery from treatment are common realities. Flexible hours help you manage appointments and energy. If a condition counts as a disability under the Equality Act 2010, you may be entitled to reasonable adjustments on top of flexible working.

Caring is part of many over-50s’ lives. Map out regular tasks, likely emergencies and backup support. Then choose patterns that match those rhythms, for example early starts to free late afternoons or fixed home days for care coordination.

You do not have to disclose more than you wish. Sharing enough context to explain the need can build trust and speed agreement.

Sectors and roles that often welcome over-50s seeking flexibility

• Professional services: consulting, accountancy, legal support, project management
• Health and social care: non-clinical roles, practice administration, care coordination
• Education and training: tutoring, assessing, mentoring, curriculum design
• Financial services: risk, compliance, claims, underwriting, mortgage advice
• Public sector and charities: policy, programme support, fundraising, communications
• Technology: product, business analysis, QA, service management
• Facilities, retail and hospitality: part-time management, scheduling, customer care

Smaller employers can be especially open to creative patterns. So can organisations running 24/7 services, where coverage is already rota-based.

Quick case snapshots

Maya, 57, project manager She moved to a compressed week, working four longer days. Fridays became her day for caring and life admin. Delivery stayed on track thanks to clear sprint rituals and a visible roadmap.

Darren, 62, finance lead He negotiated a job share with a colleague returning from leave. Each covers set portfolios and they overlap on Wednesdays. The team gets better coverage and Darren plans to retire fully next year after a smooth handover.

Amira, 55, customer success specialist She shifted to hybrid with two office days aligned to client visits. Home days are for deep work. Commute stress dropped and her client satisfaction scores rose.

Frequently asked questions

Can I ask for flexible working in a new job?

Yes. You can raise your preferences during recruitment and formalise them from day one. The legal right to request applies from your start date.

What if my employer refuses?

Check the reason given. It must match one of the statutory reasons. You can appeal internally. If the process was not followed, you may have grounds to complain to a tribunal, though most cases are resolved through dialogue.

Will flexible working cut my pension?

Yes, reducing your hours or pay will almost certainly reduce both your contributions and your employer's contributions. Since your employer's match is essentially "free money," and the final years of contributions benefit most from compound growth, this reduction can have a disproportionately large and significant negative impact on your final retirement pot. If you are in a defined benefit (final salary) scheme, the rules are complex and the impact may be even greater.

Crucially, you must seek independent, regulated financial advice and get a full projection from your pension provider before submitting a formal request that involves a pay cut. Be sure to check your ability to top up your contributions (subject to annual allowances) to mitigate the loss.

What technology do I need for remote or hybrid work?

A secure laptop, reliable internet, headset and a quiet space are the basics. Your employer should provide equipment needed to do the job.

Does flexible working affect career progression?

It should not. Set clear goals with your manager and keep visible through key projects and regular updates. Many senior people work flexibly, often in job shares or hybrid patterns.

A simple checklist before you press send

• My preferred pattern supports my life goals and meets core job needs
• I have a coverage plan, including contact points and meeting commitments
• I have proposed a trial period and review date
• I have checked the impact on pay, benefits and pension
• My request is clear, polite and framed around outcomes

Small steps now make big differences later.

Where to find flexible jobs and stay current

Keep your CV sharp, spotlight recent results and mention flexible patterns that worked well for you. Optimise your LinkedIn profile for the roles you want and ask for recommendations that point to reliability and output.

Set alerts on reputable job boards, sign up to employer talent pools, and connect with professional groups that share flexible openings. Mentoring and volunteering can bridge gaps and often lead to paid work.

If you are ready to act today, start with live roles tagged flexible at pretirement.jobs. It is a quick way to see what fits, send a few targeted applications, and take control of how you work from here.