Hybrid working is no longer an emerging trend - it’s now embedded in the events industry. But in 2025, the most successful businesses are going beyond the basics of remote working and actively building cultures that prioritise flexibility, trust, and wellbeing.
In this article, we explore what flexible work really means today, why it matters to candidates, and how employers can stand out by doing it well.
The standard has changed: what candidates expect from hybrid working
Hybrid remains the standard, but 2025 candidates are focusing more on meaningful flexibility: clear expectations around time off in lieu (TOIL) versus overtime (OT), and the availability of condensed hours or 4-day working models are now more frequently discussed during the hiring process.
The new expectations include:
Flexible start and finish times
Condensed hours or 4-day full-time models
Location flexibility, especially for creative and planning-based roles
Clarity around communication and work-life boundaries
Employers that treat flexibility as a “benefit” rather than a culture-defining standard risk appearing behind the times.
Why a flexible culture matters in 2025
Flexibility isn’t just about convenience - it’s about trust, inclusion, and productivity. Studies continue to show that flexible teams are happier, more loyal, and more engaged. In the events industry - known for long hours and high-pressure moments - this shift is especially significant.
Holiday flexibility has become a key decision factor. Many candidates now expect 25 days as a minimum, plus their birthday off, and are prioritising employers that shut down over the Christmas period without requiring annual leave deductions.
The 2025 survey highlights that flexibility now also includes cultural understanding: from allowing personal days for religious or cultural observances to supporting employee wellbeing beyond standard working hours.
It also plays a vital role in supporting:
Working parents and carers
Neurodivergent professionals
Mental health and burnout prevention
How to go further than the basics
If you're already offering hybrid, here’s how to elevate your flexibility offering:
Introduce wellbeing allowances or mental health days
Provide clear boundaries for out-of-hours expectations
Allow teams to choose how and where they work best
Ensure leaders model and support flexible practices
Build connection through meaningful in-person touchpoints, not mandates
In 2025, flexibility isn’t a perk - it’s a foundation. The companies that embed it into their culture, policies, and leadership style are attracting and retaining the most engaged and productive teams.
Looking to attract top talent in today’s market? Start with flexibility and build from there.
At Live Recruitment we offer free advice and guidance on salary benchmarking and salary insights for any roles you may be recruiting for. For more information, get in touch via email hi@live-recruitment.co.uk