Flexible work arrangements can also enable your business to achieve a better match between staffing levels and workload or customer service demands. For example, extending service hours and improving staffing levels during busy or quiet periods.

The benefits of flexible working practices for employees and employers extend beyond work-life balance. They allow you to access a wider range of employees – people close to retirement age, parents returning to the workforce after parental leave or who have dependent children, and people who are undertaking further formal education.

 

Common types of flexible work

  • Flexible work may include:

  • Hybrid or remote work

  • Flexible start and finish times

  • Compressed working weeks

  • Part-time arrangements

  • Job sharing

  • Purchased leave or unpaid leave arrangements

 

How to implement a flexible work policy

Will flexible work reduce employee turnover at your business, and is it the right approach? The following steps will help you decide if this is the right way to proceed:

  1. Closely study how, where, and when the work is performed. Evaluate workloads, use of technology and other resources, and fluctuations in customer service demand. Identify any particularly busy or quiet periods.

  2. Identify potential barriers to implementing flexible work practices. These may include constraints in awards and agreements, attitudes of managers (e.g. “If I can’t see them working, they are probably slacking off”, or a perception that employees will become harder to manage if work arrangements are non-standard), job design issues, technology, or cultural issues.

  3. Assess the level of enthusiasm of both employees and their managers for flexible working arrangements. Consult with both groups and have a clear purpose statement for flexible work practices and the benefits for your company. Note employees will often approach you with their own requests and proposals. If you have regular performance feedback discussions with employees, this is often a good time to raise the issues.

  4. Evaluate whether the potential barriers could be overcome. For example, could managers cope with the issues if they received coaching and other assistance in how to manage them? Can jobs be modified to cope with flexible arrangements?

  5. Collect information on why past employees have resigned. Would they have stayed if flexible arrangements had been available? Are current employees more likely to stay if they can work flexibly?

  6. Find out what other businesses in your locality or industry are offering employees. If they provide flexible work arrangements, you may find it harder to attract and retain good employees.

  7. Conduct a cost/benefit analysis of the proposed changes.The cost/benefit analysis will form the basis of your business case for introducing change.

 

Potential costs may include:

  • extra administrative resources for the more complicated arrangements

  • amending employment contracts (if necessary)

  • possible new equipment or facilities

  • notifying key customers

  • perhaps the need to be more thorough at preparing staff rosters.

 

Potential benefits include:

  • improved productivity

  • better matching of staff availability to business/customer needs

  • retention of employees who might otherwise leave

  • less use of office equipment/resources.

 

Flexible work practices are no longer a niche benefit but a strategic tool for building a resilient, engaged, and sustainable workforce. While implementation requires careful planning, consultation, and capability building, the potential gains, improved retention, broader talent access, and better alignment with operational needsmake it a worthwhile investment. 

Small, well-designed steps can build momentum and confidence. By acting now, you position your organisation to attract and retain talent, improve employee experience, and stay competitive in a rapidly evolving work environment.

 

Need help navigating flexible working arrangements?

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