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Flexibility plays a key role in the HR function, as one of the four underpinning motives of HRM (Boxall and Purcell, 2008, p20, cited in Rees and French, 2016). Due to the dynamic environment and increasingly competitive landscape, fuelled by the impacts of globalization, flexibility is required for organizations to be adaptive and responsive towards the external context. The pandemic has highlighted the importance of flexibility, forcing rapid change upon organizations, who had to either choose to adapt to the new conditions, or fail. Thus, the large majority of the workforce, especially those within the knowledge economy, had to shift towards remote working (CIPD, 2020). Blyton and Morris (1992, cited in Rees and French, 2016) identify four main types of flexibility: functional flexibility, numerical flexibility, temporal flexibility, and wage flexibility.

Functional flexibility adopts a long-term view, characterized by mutual investment and commitment to the employment relationship by developing multiskilled, adaptable employees (Carvalho and Cabral‐Cardoso, 2008). This aligns with the case study, highlighting Accenture’s emphasis on ……..

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