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The Department for Education’s Flexible Working Ambassador MATs and Schools (FWAMS) programme has now ended.
This page provides flexible working resources, case studies and webinars to help you implement flexible working arrangements within your educational settings. Please note that this content was correct at the time of publishing. References to legislation, research and links to other resources may no longer be up to date or accessible.
Flexible working support can also be found on GOV.UK: Flexible working: resources for teachers and leaders and on Department for Education - YouTube
The flexible working toolkit
Developed in conjunction with the Department for Education and with support from other sector experts, is available on the Improve Workload and Wellbeing for school staff website. You can use the toolkit to:
- increase your understanding and awareness of flexible working in schools,
- develop and implement a flexible working policy, strategic approach, and effective practice
- help you to request flexible working
Webinars
Supporting resources
Timewise tool - preparing your flexible working request
Template created by Timewise designed to help staff have a meaningful conversation with their manager with a thought through plan about how they would like flexible working to work.
Flexible working legislation FAQs
This FAQ outlines key changes from the Employment Relations (Flexible Working) Act 2023, including day‑one rights to request flexible working, two requests per year, shorter decision timelines, consultation requirements, and what statutory requests must include. It also summarises the eight legal reasons for refusal and signposts DfE toolkits that support schools in managing flexible working. Please note this resource was created in 2024, so guidance reflects legislation at that time.
Balancing act: the success of flexible working for a head of geography
Fiona Sheriff, Head of Geography at Kingsthorpe College, champions flexible working in education. She successfully balances leadership responsibilities with personal commitments by working a 0.8 contract, demonstrating that senior roles can accommodate adaptable schedules.
Her approach includes effective time management, clear communication, and strategic planning, ensuring both professional success and personal well-being. Fiona’s experience highlights how flexible working can enhance productivity, retention, and job satisfaction in leadership positions.
Flexible working self‑assessment tool
This tool will support leaders to assess their current flexible working arrangements and provide ideas for next steps to further develop their practice. It shows steps to take for those starting out on their journey and more advanced steps to help leaders embed a culture of flexible working. All of these things are important in helping a school work towards a strong flexible working culture. This tool is voluntary and can be used internally to develop your flexible working practices.
A testament to implementing flexible working across a special school setting
The Grove, a special school for autistic pupils aged 5-19 in Tottenham, London, and part of the SEARCH Education Trust, has been at the forefront of implementing flexible working practices within the special school sector.
Empowering Educators: Flexible Working at St Peters
A case study from St Peters. They are committed to fostering a supportive and sustainable environment for their dedicated staff. Recognising the unique demands of the educational landscape, they have proactively implemented flexible working initiatives to enhance well-being, improve retention, and optimise school operations. This case study explores two key initiatives: their 'Working from Home' (WFH) scheme and the 'Friends & Family' scheme.
Charles Dickens Primary School: Enhancing Teacher Recruitment Through Flexible Working
Charles Dickens Primary School is situated in London. In its capacity as a Flexible Working Ambassador, the school collaborated with a secondary school located just outside the London salary weighting area. This secondary school faced significant challenges in attracting teachers due to the disparity in salaries, compared to schools within the London weighting zone, a short distance away.