Rising commuting costs and a lack of flexible options are pushing part-time workers to consider leaving their jobs, according to new research that reveals a significant risk to workforce retention and wellbeing.
The findings suggest that hybrid work models could be key to helping workers stay in employment and boosting national productivity.
Research commissioned by International Workplace Group, a provider of flexible workspaces, found that 44 percent of former part-time employees in the UK would consider rejoining the workforce if they could work in a hybrid model.
In contrast, 40 percent of current part-time workers said they would leave their jobs altogether if required to commute long distances on the days they work.
The cost of commuting was a consistent concern across the responses. According to the data, part-time office workers must typically work for two hours and 25 minutes each day just to earn enough to cover their commute. For those travelling into London from locations such as Winchester, Brighton or Reading, it rises to between two hours 36 minutes and three hours 45 minutes.
Work Patterns Influencing Participation
With over 8.5 million part-time workers in the UK, this group represents around a quarter of the national workforce. The study found that 49 percent of respondents said they would consider leaving employment if denied flexible working, while 55 percent said they would leave their current job if required to travel long distances during the working week.
A further 31 percent of part-time workers who are currently commuting on every working day reported that they are actively looking for new roles. The findings indicate that access to hybrid or local workspaces could help reduce attrition and re-engage those who have already left the workforce.
The research also pointed to the potential for increased hours if flexibility were improved. More than 60 percent of current part-time workers said they would consider working longer hours if flexible options were made available.
Among older workers, part-time jobs have helped support delayed retirement. Forty-five percent of survey participants said part-time work had enabled them to remain economically active beyond the point at which they might otherwise have retired.
Wellbeing Impact of Travel and Inflexibility
The study revealed that commuting costs are a significant barrier to both current and former part-time workers. Forty-four percent of those currently working part-time said rising transport expenses are making their roles financially unviable, while 41 percent of former workers said the same factor had deterred them from returning to work.
These pressures affect not just household budgets but also wellbeing. While the research did not include specific data on mental or physical health, the findings suggest that long commutes and inflexible schedules are limiting part-time workers’ ability to balance work with personal responsibilities and health needs.
International Workplace Group chief executive Mark Dixon said the findings showed that flexibility was essential for keeping part-time workers in jobs and ensuring their wellbeing.
“High commuting costs combined with limited flexibility are a challenge for many part-time workers,” he said. “By offering greater flexibility over how and where work is done, businesses can not only retain these valuable team members but also attract talented individuals back into the workforce.”
He said “[g]iven that part-time workers represent a quarter of the UK labour market, their impact on overall productivity is substantial”.
Rethinking Flexibility
The research underlines the importance of hybrid work for part-time employees and points to several areas where employers can respond with practical changes, including, say experts:
Reviewing commuting burden: Employers can consider how many hours part-time staff must work before making a net gain after travel costs. This may help identify roles where remote or local working options are needed.
Offering local alternatives: Providing access to regional flexible workspaces can reduce commuting time and costs, especially for employees outside of major cities.
Consulting on scheduling: Engaging part-time employees in discussions about work patterns can ensure their preferences are reflected and that work schedules are sustainable.
Monitoring attrition risk: Employers may benefit from reviewing whether daily commuting requirements are contributing to higher turnover among part-time staff.
Supporting gradual return: For those re-entering the workforce, phased schedules and hybrid arrangements may ease the transition, particularly for older workers or those with caring responsibilities.
By taking a proactive approach to flexible working, employers can strengthen retention, improve employee wellbeing and help unlock productivity from a previously underused segment of the workforce.