Flexible Working in the Built Environment: Turning Challenges into Opportunities

oThe Construction Inclusion Coalition recently hosted a member webinar exploring one of the sector’s most pressing topics: flexible working in the built environment. While flexibility is widely recognised as a driver of inclusion and talent retention, implementing it in construction remains a challenge. Fixed shift patterns, client-driven demands, and the need for on-site presence often make flexibility seem unrealistic. Yet, as our speakers demonstrated, change is not only possible—it’s already happening.

Why Flexibility Matters

Jessica Dunne, Founder of UrHR-ltd, opened the session by highlighting common barriers: rigid work cultures, old-school mindsets, and the perception that flexibility creates an administrative burden. These challenges are compounded by tight project deadlines and the need for executive buy-in. However, Jessica emphasised that flexibility is not just an employee perk—it’s a business advantage. CIPD research shows it can reduce turnover by up to 87%, delivering significant cost savings in an industry where replacing skilled workers is expensive.

Proof It Works

Jessica shared insights from the Timewise flexible working in Construction pilot, involving Build UK, CITB, and four major contractors. The pilot tested staggered start times, compressed hours, and flexi days on live sites. The results were striking: projects remained on time and budget, wellbeing scores soared from 48% to 84%, and some sites reported higher productivity and lower turnover. One supervisor even noted they achieved “10 hours of work in eight” thanks to increased flexibility.

Financial benefits were clear too. Reduced sickness absence, lower consumable costs, and decreased energy consumption all contributed to savings. Flexible working is estimated to deliver £12.7 billion in productivity gains across the sector—a compelling return on investment.

Member Success Stories

Our members shared practical examples of flexibility in action:

• Lisa Flaherty (Knauf Insulation) implemented job shares for employees nearing retirement, retaining valuable skills and inspiring a new retirement policy.
• Jo Bamber (Huws Gray) reintroduced flexible working policies and coached managers to trial arrangements with clear success criteria.
• Sally Kerr (Selco Builders Warehouse) focused on part-time roles, which improved retention, boosted engagement, and doubled applicant numbers. Their innovative approach—“think hours, not heads”—is now reshaping workforce planning.

Breaking Misconceptions

Flexibility isn’t just for parents. It benefits everyone—from site managers with long commutes to apprentices seeking better work-life balance. The Timewise pilot also revealed that men want flexibility as much as women but are less likely to ask for it. Visible leadership behaviours, such as “leaving loudly,” can help normalise flexibility across the workforce.

Where to Start

Jessica’s advice was simple: start small. Trial informal arrangements, engage teams through focus groups, and use data to build a strong business case. Flexibility is a game-changer for attracting and retaining talent in a skills-short industry—and it’s key to creating a more inclusive, sustainable future for construction.

Want to learn more?

Join the conversation at Construction Inclusion Coalition and share your experiences of making flexibility work. You can contact us here.