Environmental variation has from time to time shifted the roles of HR with respect to working patterns in the current business world. For example, the growth of women in the workforce, organizational changes towards a new flexible form, the application and further amendment of the Employment Act 2002 into flexible working, the growing awareness of work-life balance for work healthily, and so on (McOrmond, 2004; Honeyball, 2008; Redman and Wilkinson, 2009; This has led employees and employers to satisfy their needs and desires, changing from time to time their expectations in terms of flexibility and work-life balance. Therefore, the intent of this essay will be to find out whether employers' need for flexibility and employees' need for work-life balance can be reconciled to some extent or vice versa To carry out this discussion, many references such as books, journals, reports and other relevant websites will be used and reported, the employers workplaces have relied on job allocation via flexibility to address these challenges to achieve organizational goals and maximize performance. Guest (1987), as cited in Legge (2005, p.175), perceived flexibility in his human resource management (HRM) model as “having three components: relating to organizational design, job design and attitudes and employee motivations". However, to explore the reasons for employers' need for flexibility more thoroughly, the flexible business model (Atkinson, 1984) and its flexibility will be indicated as the main focus of this essay. However, this approach can lead to uncertainty and flexibility of employers and employees' WLB, which have formed due to previous changes in factors. For both parties, the benefits of flexible working are many and it represents a huge opportunity for businesses. By keeping up to date with the legal perspective of flexible working and paying attention to some guidelines, employers can confidently face increased business competition through flexible working, enjoying an increase in productivity and consequently improving the WLB for employees. However, this can be problematic due to the impact of work culture, occupational change, the opt-out clause as a loophole to work longer hours, employers' workplace practices to meet current demands, changes in the nature of paid work and others. In fact, flexible working arrangements may actually not be that ideal of a starting point.