How Is The Flexa100 Calculated?

The most flexible companies in 2024

We've announced the most flexible companies for 2024, but how do we know they are truly flexible? We explain it all right here.

Our Flexa100 ranking is the first list of its kind. We benchmark our companies using hundreds of thousands of data points that evaluate factors such as working from home, remote working, flexible hours, dog-friendly offices, flexible benefits, and other key ways of working and cultural indicators.

How is the score calculated?

The score represents a company’s flexible working environment by looking at the different flexible working options a company offers.  Beyond hybrid and remote working, the score considers everything from location, hours, benefits, senior leadership, trust & autonomy, and work-life balance. It’s a way to show how flexible a company is and put the spotlight on the most flexible companies to work for.

The score is the result of a 2-step verification process. It is a combination of a company's employer score and employee score. Here is a breakdown into how each is calculated.

1# Employer score:

This first stage benchmarks companies against the market based on key factors such as location, hours, benefits, and ease of access to flexible working. From compiling millions of data points from companies across the world to understand exactly what the average offering is, we’ve able to understand what a truly flexible company to work for is.

Every company on Flexa has to score over 50% (above average) to proceed to the second step. 

2# Employee score:

The second stage of the process is employee surveys - current employees are best placed to understand how truly flexible a company is.

To compare different working environments fairly, perception-based questions are asked, such as, “When it comes to the flexible working culture at your company, how well do you think your senior leadership team role model and support flexible working?”.

The questions are based on six core elements:

• Location
• Hours
• Benefits
• Senior leadership
• Trust & autonomy
• Work-life balance

A minimum number of employees must partake in the survey to ensure that statistics are relative. The sample size depends on the size of the company; this means that candidates can be assured that our score is a reliable work-life indicator at any Flexa-verified company hosted on Flexa.

What next?

Flexibility means something different to everyone. That's why our unique flexa-verification tool measures employee satisfaction against the company's level of flexibility. This allows us to benchmark and compare various companies offering different kinds of flexibility to suit every need and compile our Flexa100 list.

What do the scoring headers mean?

1. Location: we asked employees how satisfied they are with the location flexibility provided by their company (e.g. if they worked for a remote first location, how happy were they with how that works).
2. Hours: we asked employees how satisfied they are with the flexibility around when they work (e.g. if the company offers core hours of 11-3; how happy were they with working that way).
3. Benefits: we asked employees how satisfied they were with the benefits supplied by the company (i.e. do they wish there were more benefits available).
4. Role-modelling: we asked employees if they felt satisfied with how senior managers and leadership role-modelled flexible working in the company (e.g. they all do it, it’s just part of the culture versus it would be awkward to ask to work flexibly).
5. Work-life balance: we asked employees whether they felt they had the opportunity to strike a good balance between work and life at their company (e.g. work fits perfectly around life versus they feel burnt out all the time).
6. Autonomy: we asked employees to tell us whether they felt they had a good level of trust and autonomy in their company (e.g. they feel supported and trusted to get their work done versus being micromanaged all the time).

What are the company sizes for each category?

• Emerging: Less than 30 employees
• Small: 30 – 149 employees
• Scale-ups: 150 – 499 employees
• Medium: 500 – 4,999 employees
• Large: 5,000 or more employees