Flexa’s landmark end-of-year report follows an analysis of what marks a record sample for the Index: Flexa looked at data from over 25,000 job adverts and more than 60,000 job seekers, who shared their preferences around the kinds of working environments and cultures they wanted from new roles. The data was collected between January 2024 and December 2024.

Record numbers of Black and disabled workers seeking flexible jobs

Black, African, and Caribbean flexible job seekers nearly tripled in number over the course of 2024. In January 2024, this group accounted for 5% of the total number of workers looking for flexible jobs. By December 2024 this figure had risen to 14%: a record high since the Work Index began recording data in April 2020.

Black people make up just 4% of the UK’s working age population, pointing to higher demand for flexible jobs amongst this group. The findings come as President Trump triggers a wave of DEI cuts – for federal workers, the US military, and at companies across the US and UK – and orders his own staff back to offices full-time.

There was a 50% increase in the number of workers with disabilities and/or health conditions seeking flexible roles in 2024. Demand peaked in August and November 2024, and matched the record previously set in August 2021, when workers with disabilities and/or health conditions accounted for 19% of flexible job seekers. This group’s growing share of the flexible job market contrasts the rising rate of joblessness amongst workers with long term illnesses.

Fully remote roles most in-demand despite dwindling supply

There was a clear consensus on the type of role flexible job hunters wanted in 2024.

The majority of workers preferred “fully remote” roles (which let staff work from home on a full-time basis): demand for fully remote jobs rose by 10% over the course of the year. By December 2024, almost two fifths (64%) of all workers wanted to work completely remotely.

Yet on average, just 4% of roles advertised during 2024 offered fully remote work. Hertility Health, Collins Property Recruitment, Camunda, and Amplifi were amongst the few employers giving workers the opportunity to work remotely full-time.

Rising numbers of workers also wanted “fully flexible hours”: a request that employers were more likely to fulfil. Since January 2024, demand for fully flexible hours has increased by 80%: by December, over a quarter (27%) of all job seekers preferred roles that allow staff to choose when they start and finish work.

The number of jobs offering fully flexible hours rose by 75% over the course of the year, with supply overtaking demand towards the end of the year. In October 2024, over half (56%) of job posts advertised fully flexible hours. This number levelled out slightly by December 2024, by which point fully flexible hours were still advertised by more than a third (35%) of job posts. Companies offering employees fully flexible hours include PUMA Group, Revolut, and Canva.

Diverse talent demands different benefits: 1 in 3 want mental health support

Demand for mental health support remained consistently high over the past year. On average a third of all workers preferred jobs offering mental health support in 2024. TUI Group, Tangle Teezer, ClearBank, and SAP are amongst employers currently offering staff mental health support.

Shorter weeks were also popular: 45% of all job seekers preferred roles advertising 4-day weeks in 2024, on average. Mulberry Group PLC and Atom Bank both offer the benefit.

These findings come against the backdrop of ongoing delays for NHS mental health services, and as 200 UK companies sign up to a permanent 4-day working week, following the launch of the latest trial.

Workers have reason to be optimistic about the availability of such benefits. Whilst job vacancies are declining, wage inflation suggests that employers are willing to make competitive offers to attract and retain the kind of top talent that scaled back teams will rely on in 2025.

Molly Johnson-Jones, CEO and Co-Founder of Flexa, added: “Inflated wages are a sign of companies’ willingness to compete for top performers. But it’s not enough. Where companies are not willing or able to offer the level of remote work that candidates want, they will have to find different ways to compensate top talent in 2025.

“The good news is that we’re seeing increasingly diverse talent looking for different kinds of benefits. There is more demand than ever for jobs offering different ways of working amongst those with disabilities and health conditions. And, across the board, demand for mental health support is huge. Both sides will win when companies can answer to this demand. Diverse flexibility and benefits offerings are key to attracting and supporting talent with a range of needs.”

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