Flexible working arrangements describe when work is completed outside the normal business practice or outside the traditional organisation’s working agreement.
Flexible working arrangements may take a variety of forms and to help highlight some of the popular options, we have described and provide an example of these below-
| Option | Description | Example |
| Flexible working hours | The same working hours are completed, however start, break or finish times are adjusted | An employee may start earlier, has a shorter lunch break to finish early to pick up the kids from school |
| Work from home | Occasionally, some or all of the job is completed from home | An employee may need to be home for a tradesperson to complete some work, this allows them the ability to be home and work remotely, without having to take a day’s leave |
| Part time | The position is available on a permanent basis generally working on average between 15 – 30 hours per week | An employee who is also studying at the same time, but is able to bring in a regular income through a permanent position |
| Casual | The position is on a temporary basis where hours vary | An individual may want to generate more income over the Christmas holidays working in retail |
| Job Sharing | One role performed by two people | Two employees that share the role of Receptionist, one is a recent mother who works 3 days per week and the other is a full time student working 2 days per week |
| Phased Retirement Options | Opportunity to work reduced hours / have time off | A senior Manager may reduce their hours to part time and play more of a mentor role in the organisation to ease their way into retirement but also help transfer knowledge before exiting the workforce |
A variety of benefits exist in making these arrangements available to staff, including but certainly not limited to the individual’s ability to meet their obligations and/or pursue other interests. It is important when individuals request flexibility or an organisation is considering offering such arrangements, that they also deliberate on the organisational needs, customer service perspective and the impact on fellow workers. Should an organisation be able to successfully manage the organisation’s requirements, providing flexible working arrangements can work very successfully and create many benefits for both parties involved.
