Understand your options for flexible work arrangements
What are flexible work practices defined as? The answer depends on your business, and there’s no one-size-fits-all approach. When setting up flexible work practices, it’s important to know what options are available, how they impact your business and the benefits they’d bring staff.
Consider whether any of these work arrangements would suit your employees and your business.
This is defined as permanent employment on a regular pattern for less than the normal full-time hours per week. Most common arrangements are normal working hours for fewer days per week (e.g. two, three or four days), or Monday to Friday for fewer hours per day (e.g. 10am to 3pm).
Common arrangements include working short but regular hours weekly (e.g. one or two nights per week), short periods of full-time employment (e.g. during peak business periods or relief work when permanent employees are on leave), being ‘on-call’ when required, or working irregular hours weekly.
Flexible working hours
Working hours are varied within a day, week or month, e.g. work start and finish times can be varied. Changes can cater for work demands (such as keeping the business open daily for longer hours), employees’ outside-work commitments (such as caring for children), and other issues (such as avoiding peak-hour commuting).
Most arrangements specify a ‘core’ period when all employees must be at work (such as 10am to 3pm) but start and finish times can vary.
Other arrangements include working different hours each month, with the employee required to meet an overall monthly average equivalent to normal hours. Annualised hours can be adopted, where the employee works a specified number of hours per year, but the actual amount varies from month to month. This may suit businesses in ‘seasonal’ industries.