Purpose-This paper, with an organisational focus, offers a novel examination of the association between workforce nationality composition and workplace flexibility practices (WFPs), an under-researched topic with high potential benefits at microeconomic and macroeconomic level. Design/methodology/approach-British data is used, as the United Kingdom (UK) has experienced significant immigrant flows and has a relatively high level of labour market flexibility. The Workplace Employee Relations Survey (WERS) 2011, sampling 2,500 British workplaces, offers for the first time data on workforce nationality. Via zero-inflated regressions, the number of non-UK nationals employed in a workplace is assessed against a wide range of numerical, functional and cost WFPs. Findings-There are significant links between WFPs and the employment of non-UK nationals, and these are distinct for non-UK nationals from the European Economic Area (EEA) when compared to non-UK nationals from outside the EEA. The former are more likely to be in 'good' employment, with job security, working from home, job autonomy and training. Yet, both types of non-UK nationals are more likely to be employed in workplaces making high use of causal contracts. The implications of these results are discussed. Originality/value-The paper addresses the need to research migration from a relatively new perspective of WFPs while also taking into account the diversity of non-UK nationals. The topic is of importance to organisations, as well as to labour market and migration policymakers. Timely results are of value in view of heightened interest in migration.