Understanding flexible work
Flexible work gives employees more control over their working arrangements while still meeting business needs. It recognises that one-size-fits-all approaches don't suit diverse workforce needs and that flexibility can benefit both employees and employers.
Flexibility dimensions
- When: Hours and schedules
- Where: Location of work
- How much: Full-time vs part-time
- How: Job structure and role
Benefits
- Better work-life balance
- Improved retention
- Broader talent access
- Higher engagement
Australian flexible work rights
The Fair Work Act provides significant protections:
Australian flexible work framework
Arrangement types
- Flexible hours: Varied start/finish times, core hours with flexibility around them
- Compressed weeks: Full-time hours in fewer days (e.g., 4 x 10-hour days)
- Part-time work: Reduced hours with pro-rata pay and benefits
- Job sharing: Two people sharing one full-time role
- Remote work: Working from home or other locations
- Hybrid: Combination of office and remote work
- Annualised hours: Total annual hours with variable weekly allocation
Flexibility must be genuine
Flexible arrangements that create career penalties aren't truly flexible. If taking flexibility harms promotion prospects or is culturally stigmatised, employees won't use it. Ensure flexibility is available without hidden costs.
Implementing flexibility
For employers
- Clear policy and process
- Manager training on handling requests
- Technology for schedule management
- Fair treatment regardless of arrangement
For employees
- Make requests in writing
- Explain how work will be covered
- Be open to alternatives
- Know your rights if refused
Common flexibility mistakes
Career penalty for flexibility
Treating flexible workers as less committed or passing them over for opportunities. This penalises work-life balance and disproportionately affects women and carers.
Blanket refusals
Refusing flexibility without genuine consideration of each request. The law requires employers to properly consider and discuss alternatives. Blanket "no" policies are legally risky.
Flexibility = always available
Treating flexible work as reason for 24/7 availability. Flexibility should benefit employees. Clear expectations about working hours apply regardless of location or schedule.
Key takeaways
Flexible work arrangements give employees more control over when, where, and how they work. Australian law provides strong rights to request flexibility, with employers required to genuinely consider and discuss requests. Effective flexibility benefits both employees and organisations.
RosterElf's staff management helps Australian businesses manage flexible work arrangements through versatile scheduling, availability management, and varied roster patterns.
