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8 types of flexible work schedules for the modern workforce

Curious about the different types of flexible work schedules ?

Following a global pandemic, businesses are looking to enhance employee productivity despite limited physical interaction. They have adopted strategies to ensure unobstructed workflow, flexible work schedules being the most popular ones.

So how do you incorporate this evolving schedule system into your company?

In this article, we’ll define flexible work schedules and take a look at the different types of flexible work schedules and working arrangements at your disposal. We’ll also take note of associated compliance issues and possible benefits linked to these schedules.

Table of Contents

What is a flexible work schedule, what are the different types of flexible work schedules, advantages of flexible work schedules, a smart tool to implement flexible work schedules, legal and compliance issues associated with flexible work schedules.

Let’s dive in.

A flexible work schedule or flex schedule is an alternative to the conventional workweek. 

It allows employees to start and end a workday whenever they want, as long as they deliver services during the core hours specified by the employer. 

The flex work system also applies to work done from the office as well as from home. The customized schedule transforms routine jobs into flexible jobs or flexjobs.

Such a schedule can be full-time or part-time, affording employees the freedom to pick and choose the hours as per convenience.  

And given its benefits , it’s one of the most sought-after work schedules .

Whether you’re located away from the office or can only work on weekends, flex schedules offer options that can suit your human resources team’s various needs.

Let’s take a look at different types of flexible work arrangements and schedules: 

1. Compressed workweeks

A compressed work week involves an unequal distribution of work hours throughout the week to reduce the number of working days. 

In a compressed work schedule, an employee may choose to work at any time as long as they remain productive for the required work hours needed to complete their job.

For instance, this flexible work option may involve working four 10-hour days in a week, giving you an extra day off every week.

Or you can use a 9-day, 2-week work plan — which compresses two weeks of work into nine days, giving you two days off a month.

In both cases, you need to calculate the extra number of hours or overtime hours (if any).

The compressed workweek gives employees more personal time off work and also saves on commuting costs.

2. Customized working hours / flextime

Much like the compressed schedule, employees can customize their operational hours within a workday with flextime . 

These flexible hours allow them to function when they’re most productive. 

A split shift schedule also works well here.

Some team members may perform better in the morning, while others may be comfortable working at night. Additionally, employees can take meal breaks when they desire, instead of sticking to a predetermined and rigid lunch break routine. 

If team members can avail such flexible working hours every day, their output is bound to increase immensely. 

Additionally, the freedom to customize their schedule allows employees to take long breaks and work when they’re well-rested. This way, it helps prevent employee burnout.

3. Alternative schedule

What if you could offer a convenient schedule for employees unavailable during the workweek ? 

An alternative work schedule is a flexible schedule to follow for those who can’t work within the regular Monday to Friday, five day workweek. 

For them, normal work hours are often devoted to part-time jobs, personal matters, child care, etc. 

They desire flexibility above all else in their schedules. Such employees can take up an alternate work schedule through the second shift, night shift, or by working on weekends. 

This flexible arrangement frees up normal day hours for non-obligatory tasks the employees wish to accomplish.

4. Flexplace

Flexplace refers to the practice of employees working from home or any other remote location (other than the office) on a predetermined schedule. 

This could be for a few hours a day or a few days — and could gradually extend for 100% of the time.

Today, we can adopt workplace flexibility in three ways:

A. Telecommuting

Telecommuting or telework involves using computers and other communication devices by employees to overcome the limitations of place and time. 

Since it’s a type of flexplace practice, team members can work remotely or from the office, should they choose to do so. 

B. Hoteling

Hoteling is a practice similar to telecommuting. 

Instead of their permanent workplace, employees reserve a separate co-working space for their job. The reduced dependence on conventional office spaces also cuts costs and benefits for the employer. 

C. Snowbird programs

Snowbird is a flexible program with the provision for employees to transfer to warmer regions during the winter months. 

This helps attract a larger labor force irrespective of age constraints. Snowbird programs are especially useful for those working in telemarketing and communication roles. 

For instance, the American retail chain, CVS, introduced a policy of allowing pharmacists to work from Florida during the winter months.

5. Remote working

Remote work is a flexible work arrangement in which work is performed completely away from the office for a temporary or permanent period. 

In the modern job landscape, remote working provides employees with greater flexibility to live and work from anywhere in the world. Since employees’ physical location is insignificant, remote working can also help you find high-skilled candidates worldwide. 

However, implementing these systems relies heavily on effective communication and video conferencing channels among team members.

Here’s a toolkit to help you manage remote employees .

6. Part-time positions

To phase out the number of full-time employees and provide flexibility, businesses adopt the concept of part time work . 

Here, the job is delegated to team members who work for fewer days or hours than their full-time colleagues. 

Their association with the employer may be short-term or a part time work endeavor while pursuing other opportunities. 

Part-time employees are usually students or professionals who can’t devote full-time work hours because of prior commitments. 

Part time work also offers more time to employees to engage in other creative projects. 

A satisfied employee will have more time at their disposal. And with personal projects taken care of, they can contribute more effectively to the organization. 

However, you must pay your part time worker fairly. 

The organization decides whether team members engaged in part time jobs are exempt employees or not. 

Note : Exempt employees usually operate in executive or administrative roles and are not eligible for overtime pay. They earn a fixed salary, irrespective of the number of work hours they put in. 

In addition to a part time schedule, managers should advocate partial retirement or phased retirement for older employees. 

This cuts short their full-time work and allows them to work from home. The flexibility in switching to a remote work setup could be a welcome change for them – as they may prefer to minimize regular travel due to health considerations.

7. Job sharing

A question most leaders face is how to accomplish a task in the shortest possible time effectively.

One method to achieve this is job sharing or work sharing among coworkers. 

Job sharing involves dividing a full-time job between two or more part-time employees. Each employee works for one part of the workweek, while the others work on it the rest of the week.

While similar to a part-time job, work-sharing is also beneficial for employers. Employers now have an assigned job covered even in the absence of one team member. 

They no longer need to deal with issues of reassignment and collaboration for a designated task. However, managers should be careful and ensure equal distribution of work among employees. 

8. Extra paid time off (PTO)

If you value your high-performing employees, you must incentivize their monotonous work routine by increasing their time off. 

This may sound counterproductive to the normal work culture you’re used to. But most employees expect work flexibility from employers today. 

The idea of unlimited vacation time for capable employees is being seriously considered as an additional perk by many organizations. 

These employee-centric policies motivate them to perform better at work and deliver great results. 

Flexible working hours come in handy during the Coronavirus pandemic era. And their benefits can no longer be overlooked. 

If you opt for any of the above practices, there are several advantages for you and your employees:

A. Advantages for employers

Here’s how flex work can benefit employers:

1. Larger talent pool

Flexible work schedules give you access to a wider and more talented applicant pool. 

Since flexibility is the norm, you’re free to appoint high-skilled individuals from anywhere in the world to grow your business.

The wider pool also promotes diversity in the workplace. 

Modern jobs must offer equal opportunities to people from all spheres of life. 

More people from diverse backgrounds now work in the same digital workplace . This fosters cooperation among team member and eliminates discrimination of any kind. 

The practice has become a reality because of an evolving flexible work policy. 

2. Transparency

Flexible working arrangements operate in a transparent digital environment with the help of employee monitoring tools. 

As a result, you can keep a better track of employee attendance, work hours, productivity, etc.

When employees know you’re monitoring them, it can lead to higher productivity and lower absenteeism. 

3. Employee retention

As flexible work schedules heavily favor employees and provide them with multiple benefits, they help you retain talented employees. 

Systems like part time jobs also offer greater flexibility to employees. With these schedules becoming commonplace, employee discontent within the company decreases drastically.

4. Increased productivity and continuity

Once your team members get used to the employee-driven work culture, flexible work schedules boost their productivity . 

With a highly productive and motivated workforce, your organization can scale to greater heights.

With a distributed employee network , managers can ensure that operations continue even during emergencies like extreme weather conditions or a pandemic with a distributed employee network. 

5. Cost-effectiveness

For work-from-home setups, you can select a group health insurance plan for your employees. 

Since the risk to health insurers is divided among several members of the group, flexible working arrangements can also save you several dollars in insurance costs. 

Additionally, since most flexible work schedules require employees to work outside the office, you can save up on rent, office supplies, utilities, etc.

B. Advantages for employees

Here’s why employees prefer flexible work schedules:

1. Heightened morale

A flexible working arrangement that focuses on employee convenience can boost team morale.

Such a scenario is also free from overbearing hierarchical interferences (in other words, micromanagement.) This can help increase employee job satisfaction.

2. Better work life balance

Flexible scheduling works to restore the optimal balance between working and non-working hours. 

Your team enjoys a better work life balance with more time available for childcare, part-time study, and other creative pursuits.

3. Location flexibility

Since most flexible work schedules do not require employees to be present at any specific location, employees enjoy the freedom to travel and work whenever they want.

Once you’ve chosen a flexible work schedule model, how do you go about implementing it for your team?

You’ll need robust employee productivity software like Time Doctor to help you out.

What’s Time Doctor?

Time Doctor is a powerful employee time tracking and performance management tool used by major corporations as well as by small businesses to manage flexible work schedules of employees across the board.

Time Doctor helps you set a flexible or fixed schedule for each employee and record the time they spend on their respective shifts. 

The software automatically designates employees who reach on time as ‘Present.’ If an employee is late, they’re marked as ‘Partially Absent.’ And if they don’t show up at all, they are ‘Absent.’

Since the system of flexible work schedules is a fairly new idea, the US Fair Labor Standards Act (FLSA) doesn’t have comprehensive provisions concerning it.

Guidelines about work arrangements different from mainstream work, like ad-hoc work schedules, have to be agreed upon by employer and employee. 

Once you adopt these flexible working conditions for your modern digital worksite, you must safeguard employee interests as you would in a normal work environment:

1. Equal employment opportunity compliance

Make sure to put guidelines in place to guarantee non-discrimination in hours of work, wages, and conditions of work. You should also work towards eliminating any inherent bias within your organization.

2. Wage and hour compliance

While implementing flextime schedules, the assurances provided to your employees must comply with federal and state wage and hour laws in implementing flextime. 

Concerns linked with telecommuting such as, identifying accurate time period for compensation , controlling unauthorized work beyond the mandated time limit, handling overtime pay, etc., must be handled impartially. 

3. Benefits compliance

All employee eligible benefits must be provided to the team which uses a flexible work schedule. 

Since this is a legally grey area, you’re responsible for administering it judiciously. 

Some employees may put in more hours of work. The organization needs to be careful if such workers are non-exempt employees. Non-exempt employees are entitled to overtime pay in addition to a minimum wage. 

For non-exempt employees, the organization is responsible for providing them with benefits and bonuses.

Here are some notable free employee scheduling software.

Work away from work is the reality of modern business operations. 

Flexible schedule options afford you the twin benefits of increasing employee engagement and keeping your business up-to-date.

And you’re now equipped with all the information needed to make a choice. 

So you can go ahead and select a flexible schedule customized to your unique business needs!

View a free demo of Time Doctor

Andy is a technology & marketing leader who has delivered award-winning and world-first experiences.

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6 Flexible Work Arrangement Trends For 2024

Estimated reading time: 17 minutes

Freeform Hybrid

Anchor days/weeks, consider a compressed work week, allow flextime, job sharing, provide sabbaticals, prioritize employee wellness, benefits of workplace flexibility for employees, benefits of workplace flexibility for employers, 1. develop a clear policy, 2. secure leadership buy-in & support for flexible work, 3. invest in the right tools, 4. pilot & expand gradually, 5. communicate, 6. measure & adapt, 7. maintain company culture.

Post-pandemic work arrangements are starting to take shape, with 90% of organizations returning to the office in 2024. Despite this shift, modern employees continue to value workplace flexibility and mental health support, recognizing the deep connection between the two. Organizations must adapt by implementing flexible working arrangements that balance performance with employee well-being. Adopting a personalized approach that aligns policies with the unique individual needs of employees contributes to increased employee health, happiness, performance, and productivity.

Explore six flexible arrangement trends for an optimal work environment in 2024.

Pressed for time? Here’s a quick summary…

• Hybrid models : Hybrid work arrangements have gained traction, balancing remote and in-office work. The freeform hybrid sets a specific number of required in-office days w hile allowing employees to choose which days they come in , while an anchor model designates the required in-office days or weeks .
• Schedule flexibility : C ompressed work week s, flextime, and reduced hours or part-time roles provide greater schedule flexibility . These approaches expand an organization’s talent pool and encourage work-life balance.
• Maximizing w ell-being : A holistic wellness program can boost employee satisfaction, retention, engagement, and overall health. P aid sabbatical leave further supports well-being, offering extended breaks for personal commitments and growth.
• Flex work benefits : For employees, flex work offers greater work-life balance and autonomy, reduces burnout, and enhances well-being. For employers, it reduces overhead costs and turnover, broadens their talent pool, and boosts productivity and satisfaction.
• Successful implementation : Transitioning to flex work requires clear polic ies that are tailored to individual and department al needs, regular communication, monitoring of success metrics , and continuous efforts to maintain company culture.

Implement A Hybrid Work Model

Heading into 2024, work arrangements have solidified into a predominantly hybrid routine, while fully remote work is on the decline . Hybrid models offer a balanced approach, empowering employees with more control over their schedules. This flexibility reduces work-life balance and reduces commuting, contributing to increased leisure and personal time.

For employers, hybrid models can be beneficial for employee retention and recruitment. Research shows that hybrid work helps address the top three factors contributing to turnover:

• Childcare (55%) 
• Work-life balance (47%) 
• Mental well-being concerns (47%)

By integrating hybrid work arrangements, organizations can remain competitive, providing autonomy and flexibility to attract and retain top talent. Hybrid models can be implemented in various ways, including:

The freeform hybrid model has a set number of required days at the office while giving employees the autonomy to choose their in-office days. 

• Pros: A freeform hybrid model caters to diverse employee needs and work styles, offering a highly adaptable work environment. It allows employees to plan their office days around critical meetings, collaborative projects, or personal preferences, improving satisfaction and productivity. 
• Cons: The variability of employee presence in the office can lead to coordination challenges and potential gaps in communication.

The anchor days /weeks approach designates required in-office days or weeks with the flexibility of remote work for the remaining time. 

• Pros: Anchor days promote unity and team bonding through regular in-person interactions, boosting collaboration and company culture.
• Cons: Roles that require deep, focused work may face challenges on in-office days. Long meetings, frequent chatter, and the buzz of office activity can hinder the productivity of employees who rely on uninterrupted time to complete their tasks.

Both models have their unique advantages and challenges. When implementing a hybrid work policy, it’s important to consider the nature of the work, employee preferences, and organizational goals to tailor the most effective and productive arrangement.

Hustle culture convinced the masses that a work-centered life was the key to success, glorifying 70-hour workweeks and a constant grind mentality. However, research has debunked the theory that more hours equate to higher productivity, and it certainly doesn’t have a positive impact on health. Studies reveal that productivity decreases sharply after 50 hours per week and drops off entirely after 55 hours. Additionally, working an average of 55 hours or more each week increases an employee’s risk of stroke by 35% and the risk of heart disease by 40% . 

As burnout rates rise, people have recognized the toxicity of hustle culture and questioned the long-standing tradition of the five-day workweek. A study conducted by time management expert Laura Vanderkam found that a 38-hour workweek is optimal for limiting time pressure while maintaining productivity. This is similar to the 30-35 hours that the happiest countries tend to work weekly. 

A recent six-month pilot program , conducted in South Africa by 4 Day Week Global in partnership with Boston College and Stellenbosch Business School, aimed to reduce the traditional 40-hour workweek. It involved 28 companies and 470 employees, primarily from the professional services, IT, and marketing sectors.

The program’s results were overwhelmingly positive:

• 92% of participating companies plan to maintain the 4-day workweek, citing improvements in business productivity, performance, and talent attraction. 
• There was an 11% average reduction in turnover and a 9% decrease in absenteeism, with revenue increasing by a weighted average of 10.5%. 
• 90% of employees favored continuing with the 4-day week. Over half of the participants indicated they would need a 21-50% pay increase to consider returning to a 5-day schedule.

These findings further confirm that reduced workweeks can lead to better work-life balance, lower stress, and higher job satisfaction without compromising business performance. Organizations like Elnatan, an IT company in the pilot, reported that employees were more rested and productive, with no decline in customer service quality.

The study’s success underscores the feasibility of compressed workweeks, such as:

• 4 x 10-hour days (40 hours)
• 5 x 7.6 hour days (38 hours)
• 4 x 8-hour days (32 hours)
• 5 x 6-hour days (30 hours)

Employers can create the opportunity for condensed work by shaving off low-value tasks and unnecessary meetings. This gives employees extra time for personal matters, limits burnout, and encourages overall happiness.

Organizations can maximize performance by allowing individuals to match work with their circadian rhythms . Circadian rhythms refer to the body’s internal clock that controls energy regulation, determining how alert or sleepy one feels at a given point in time. This hardwired pattern can greatly affect employee productivity, yet many employers fail to regard its importance.

For example, employees’ peak levels of energy don’t occur until a few hours after the start of a typical workday (8 am), yet they often have morning meetings in which they are expected to be engaged and participative. Their mid-day energy peak (around 12 pm) might be spent on low-value tasks such as catching up on emails, leaving them to complete high-value tasks during their greatest energy dip (3 pm).

While the cycle outlined above is common, there are individual differences to circadian rhythms that can shift employees’ energy levels. “Larks”, or morning people, tend to spike in alertness earlier in the day, while “owls”, or night people, spike later in the day. More and more companies, like Microsoft , are allowing their employees to choose when to start their workday.

Organizations can move away from a one-size-fits-all approach by implementing flextime. Aligning work schedules with individuals’ energy levels can result in a more productive workforce and an improved employee experience.

Offer Reduced Hours Or Part-Time Work

Reduced hours or part-time work allows employees to work fewer hours than on a standard full-time schedule. This provides the necessary time for medical appointments, caregiving responsibilities, or effective energy level and well-being management, making it particularly appealing to:

• Caregivers 
• Individuals with medical conditions 
• Employees pursuing education or other professional development activities 
• Those seeking greater work-life balance in general 

Organizations may offer reduced hours or part-time work temporarily during specific life stages or challenges, or as a permanent employment option. Temporary arrangements can support employees through periods of change, such as new parenthood or recovery from illness, while permanent part-time roles cater to those who consistently need a reduced workload.  

By offering part-time or reduced-hour roles, organizations create a more inclusive workplace and open their doors to a broader talent pool.

Job sharing is when two part-time employees collectively fulfill the duties of one full-time position. They divide the role’s tasks, responsibilities, and working hours to ensure seamless execution of the job’s full scope.

Employees in this arrangement benefit from increased flexibility, while employers gain diverse perspectives, skills, and experiences. Job-sharing also provides a built-in backup system, as one employee can cover for the other during absences, ensuring a continuous workflow and reliability in job performance.

Rather than resorting to quitting, retiring, or settling for a brief two-week vacation, sabbaticals provide an opportunity for employees to extend time off from work, returning refreshed and inspired. Sabbatical leaves range from several weeks to several years depending on the company’s policy and the employee’s tenure. The reasons for taking a sabbatical may vary, including:

• Exploring personal interests  
• Pursuing professional development opportunities 
• Spending extended time with family 
• Traveling the world 
• Volunteering 

While not required, a sabbatical is traditionally paid time off, ensuring employees fully reap the benefits of improved well-being without the burden of financial stress. Implementing a paid sabbatical program can boost employee retention and job satisfaction while fueling creativity and innovation as employees return to work with renewed passion.

Putting employee wellness first has become a core business strategy for leading organizations as job applicants continually seek companies that prioritize their well-being. In one survey, 88% of HR professionals believed they would reduce staff turnover if they offered more appealing wellness benefits, and 68% reported that applicants have turned down a job due to a lack of wellness benefits being offered.

Wellness benefits come in a variety of forms, from gym memberships to free or discounted healthcare services. A holistic employee wellness program is optimal for addressing all dimensions of employees’ well-being, resulting in improved job satisfaction and morale. Organizations that invest in their greatest asset – their workers – experience higher retention rates, increased engagement, and a happier and healthier workforce.

Wellness-focused companies also recognize the varied needs of their workforce, leading them to adopt flexible policies like remote work, flexible scheduling, and mental health support. Such measures enable employees to better manage work-life balance, health, and personal commitments. Integrating wellness benefits with flexible work options demonstrates a commitment to holistic employee well-being.

Benefits Of Flex Work

Flexible work arrangements not only enhance employees’ day-to-day work experience but also contribute to long-term job satisfaction and organizational success.

• Greater work-life balance: By allowing employees to tailor their work schedules and locations, they can maintain a healthier work-life balance. This flexibility lowers stress levels and boosts overall life satisfaction.
• Increases autonomy: Offering flex work empowers employees with greater autonomy, increasing job satisfaction and investment in their work.
• Improves financial wellness: Flexible work arrangements often reduce or eliminate commuting and limit the need for extensive childcare or caregiving services, easing financial burdens and saving time.
• Reduces burnout: The ability for employees to take necessary breaks, work at their most productive times, choose an environment that sparks creativity, and avoid long commutes can reduce exhaustion and burnout.
• Enhances well-being: Tailored work models allow employees to choose an arrangement that suits their individual needs, whether it’s working from a comfortable home office or adjusting their schedule to accommodate personal commitments or hobbies. This personalized approach improves overall well-being, allowing employees to care for their mental and physical health.

• Reduce s overhead costs: Transitioning to flexible or remote work arrangements can result in significant savings for employers. Research indicates an average saving of $11,000 per employee when switching to remote work due to reductions in office space, utilities, and other overhead expenses. 
• Broaden s talent pool: Flex work can attract a broader range of applicants. This expanded talent pool introduces diverse skill sets and perspectives, enhancing the quality of the workforce. 
• Improve s retention: Flexible work arrangements are often more sustainable for employees than rigid policies, allowing them to maintain work-life balance in the long term. Employees are more likely to stay loyal to an organization that supports their personal needs, reducing turnover rates. 
• Heightens productivity: When employees have the freedom to choose their optimal work times and environment, they are more efficient and motivated in their tasks. For example, employees who choose to work remotely are reported to be 15% more productive on average . 
• Boosts employee satisfaction: A recent report reveals that 36.2 million Americans will be working remotely in 2025—a 90% increase from the pre-pandemic era. The report shows that increased schedule and location flexibility, commuting elimination, and a reduction in nonessential meetings result in lower employee stress, greater happiness, and heightened productivity. While fully remote work isn’t feasible for every organization, offering flexible work arrangements can lead to many of these benefits.

Case Study: Workplace Flexibility In A Fortune 500 Company

A study conducted by Phyllis Moen (University of Minnesota) and Erin L. Kelly (MIT Sloan School of Management) examined the effects of flexible work arrangements in a Fortune 500 company’s IT division, involving 700 employees.

The pilot group reported:

This study challenges misconceptions about flexible work models harming career progression or productivity. It demonstrates that flexible work can lead to more productive, satisfied, and healthier employees, benefiting the organization’s overall performance. The research highlights the need for organizational strategies that increase flexibility and managerial support to effectively address work-life balance issues.

“Our research demonstrates that workers who are allowed to have a voice in the hours and location of their work not only feel better about their jobs, but also less conflicted about their work-to-family balance. Crucially, these workers are also more efficient and more productive on the job. In other words, workplace flexibility is beneficial—not detrimental—to organizations.” – Phyllis Moen, McKnight Presidential Chair in Sociology at the University of Minnesota

How To Make Flexible Work A Success

To successfully navigate the transition to flexible work models, organizations must take strategic steps that align with both employee needs and organizational goals.

Crafting a comprehensive flexible work policy involves:

• Determining eligibility: Define which roles or departments are eligible for flex work. For example, employees whose roles are largely independent and do not require physical presence or direct access to on-site resources may be ideal candidates for freeform hybrid work or flextime. Alternatively, roles that require frequent collaboration, access to physical resources, or face-to-face interactions may be better suited for regular synchronized, in-office work.
• Outline available options: Be flexible about flexibility, recognizing that there’s no one-size-fits-all solution. Offer various options like remote or part-time work, flexible hours, or compressed schedules, depending on employees’ circumstances, role requirements, and business priorities.  
• Set expectations: Establish clear guidelines for communication and performance. Focus on quality of work, rather than time or physical presence, as a measure of success. This mindset promotes productivity and work-life balance, aligning with the benefits of flexible work arrangements.

Leadership endorsement is essential for the successful implementation of flex work. Gaining leaders’ support involves:

• Understand concerns: Acknowledge apprehensions leaders may have regarding flex work, such as potential impacts on productivity, communication, team cohesion, or performance evaluation. Addressing these concerns is the first step in gaining their trust and cooperation.
• Align with business objectives: Connect the advantages of flexible work with organizational goals, such as cost savings, access to a wider talent pool, and improved employee satisfaction.
• Highlighting risk mitigation: Position flexible work as a buffer against challenges associated with employee burnout, turnover, and talent scarcity.
• Show data-driven evidence: Present research demonstrating the benefits of flexible work. This could include case studies showing increased productivity, improved employee well-being, and higher retention rates.
• Pilot program as proof of concept: Propose a well-structured pilot program as a low-risk way to demonstrate the feasibility and benefits of flexible work. This controlled approach allows leaders to see firsthand how such arrangements can function effectively.
• Build a collaborative framework: Involve leaders in the planning and implementation process. Their input not only ensures that the policy is practical and aligned with business objectives but fosters a sense of ownership and commitment to the model.

Effective flex work relies on technology, including:

• Collaboration platforms: Tools like Slack, Microsoft Teams, and Asana enable seamless communication and project management. 
• Cloud storage: Services like Google Drive and Dropbox ensure document accessibility and version control. 
• Video conferencing : Zoom, Skype, and Google Meet facilitate face-to-face interaction and team meetings.

Run a pilot program in a select group or department, gather feedback, and refine the approach before rolling it out more broadly. Highlight pilot successes to build momentum and address leadership concerns.

Clearly communicate expectations and provide training for efficient work in a flexible environment. Maintain open, two-way communication through regular check-ins and feedback loops to address concerns promptly and make necessary adjustments.

Monitor key metrics like productivity, employee engagement , and retention to assess the program’s effectiveness. Use employee feedback for continuous improvements, tailoring the work model to suit organizational and employee needs.

Counter the misconception that a strong company culture relies solely on in-person interactions. Company culture can be cultivated or even improved within flexible work arrangements, supporting components of a positive and supportive workplace like well-being and work-life balance. 

Strategies to build and maintain a strong company culture include:

• Annual company retreat: Host an annual, in-person company retreat to strengthen bonds and reinforce company values. 
• Virtual team-building events: Organize regular virtual events, like online games or team challenges, to foster camaraderie, collaboration, and connection. 
• Recognition programs: Implement recognition programs that celebrate employee achievements and milestones, boosting morale and creating a positive work culture. This could be ‘Employee of the Month’ awards, shout-outs during meetings, or highlighting work anniversaries and personal achievements. 
• Virtual lunch hours: Schedule virtual lunch hours where employees can join a video call to chat informally, mimicking in-office interactions and maintaining social connections. 
• Surveys & feedback mechanisms: Regularly conduct culture surveys and provide forums for feedback to align company culture with employees’ needs and expectations.

This article was last updated on January 29, 2024

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Flexible Working

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What is a flexible working policy? (with a free flexible working policy template)

Not that long ago, flexible working was seen as a perk offered by a few, fairly niche employers. But our working landscape has changed dramatically in the last few years, and flexible working is now both expected and regarded as the norm by most employees . 

If you’re a startup or small business wanting to better understand flexible working, and what a flexible work policy should consist of, this is the guide for you . 

I’ll outline what to include in your flexible working policy and explain how to properly handle flexible working requests. And to make things even easier, I’ve included a free and editable flexible working policy template for you to use immediately at your own business. 

Flexible working is a way of working that better suits the employee’s needs , and can include working from home or flexible start and finish times. Compressed hours or core hours (for instance, working a 9-day fortnight with no reduction in pay, like we do at Charlie) is an example of flexible working. 

The demand for flexible working has increased since Covid, and employers who offer more flexibility are attracting the best people . So setting out your ambitions and expectations in a flexible working policy is vital — especially for progressive businesses. 

What is a flexible working policy?

A flexible working policy communicates your aims and processes as a company in regards to flexible working .

Your policy should:

• define what flexible working is
• outline the different options available for flexible working
• explain the process for making a request and formally changing a working pattern. 

A flexible working policy is written to assist your employees, and protects and promotes you as a startup or small company .

Who needs a flexible working policy?

All employees are legally able to request flexible working, and from April 2024*, someone can make a flexible working request from their very first day of employment . 

This law change means that a flexible working policy is now essential . Businesses that don’t have a flexible working policy in place will be on the back foot and appear out of touch with the modern working world. 

Your employees can make a statutory application for flexible working, and request to change:

• the number of hours they work
• when they start or finish work
• the days they work
• where they work.

So your flexible working policy needs to tell your employees how to make a statutory request, and outline your process for dealing with it . 

(*Up until April 2024, an employee must have worked for the same employer for 26 weeks before making a flexible working request.)

What should a flexible working policy include?

Your flexible working policy is a resource and reference for your team, and a framework for you . 

As a guide, these are the sections your flexible working policy should contain:

• Introduction to the policy - what it is, who it’s for etc.
• Introduction to flexible working - what it is, why it’s a good thing, how you encourage it as a business etc.
• Types of flexible working - the different flexible working options an employee might choose or consider.
• Flexible working and your business - basically, the needs of your organisation, and something for you to refer to when reviewing requests.
• Who is eligible for flexible working - as of April 2024, any employee can make a request for flexible working from their first day on the job.
• How to make a flexible working request - the steps and process every employee needs to follow.
• Responding to a flexible working request - what you will do as the employer, including potential meetings and an expected timeframe.
• How to appeal a flexible working request decision - what an employee can do if they’re unhappy with the outcome.
• Trailing a new flexible way of working - details of any trial period, including reviews and a timeframe. 
• Changes to a contract of employment - how the flexible working terms will be formalised.
• Making a complaint – understanding what steps to take if someone complains or appeals the decision. 

To be useful to your team and your business, your flexible working policy needs to be logical, chronological, and easy to understand and action.

What are the barriers for small businesses around flexible working?

Flexible working can feel trickier for small businesses:

Productivity concerns - will flexible working reduce collaboration and communication amongst your team?

Monitoring and evaluation - do you feel uneasy about monitoring the performance of remote-working team members?

Operational efficiency - could flexible working potentially disrupt workflows and the ability to meet deadlines?

Company culture - how do you foster a positive company culture if employees are not physically present in the office?

Policy implementation challenges: how do you implement a flexible working policy that’s fair and uniform for all?

Employee engagement: how do you maintain a sense of connection if a significant portion of your team is working remotely?

All of these concerns are valid, which is why having a good flexible working policy in place is vital for any startup or small business . 

A flexible working policy is a guide for both you and your team. Done right, it will prompt and promote open discussion, and enable you to respond professionally to the changing needs of your employees. 

Free flexible working policy template

We’ve done the hard work so you don’t have to – all as part of our hybrid working model ! This flexible working policy template is free for you to download, adapt and take inspiration from:

How Charlie can help with your flexible working policy

Even with the help of a policy template, you're still likely to have questions around all the flexible working options and which will work best for your business and your team . After all, there is no one size fits all when it comes to working flexibly. 

Which is why so many small businesses turn to our HR advice service for support .

Charlie’s HR Advice is a bespoke service that exists to help small companies and startups better manage their people . Through it you’ll get:

• Anytime access to a dedicated HR advisor, who will help you to hone your flexible working policy and answer all of your HR questions. 

Your advisor is available whenever you need them via phone, email or chat. They can even review and combine all of your policies into a personalised company handbook. Book a call to find out more about the service.

What are core hours, and how might they work for you?

How to process flexible work requests under the new flexible working law 2024, how to design the right hybrid working model for your uk small business, try charlie for free.

The ultimate guide to flexible work

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To flex or not to flex? Or perhaps better framed as: how flexible is too flexible? It’s a question that’s still puzzling a lot of business leaders–especially as the return to office movement ramps up in 2023. Employees want flexible work. Organizations are figuring out how much flexibility to give.  The reality is that flexible work is now a common workplace perk. It’s a working style that became the norm during the pandemic. And now, it’s here to stay. In this post, we’ll break down why flexible work is the most favored and adopted way of working for the majority of people and businesses today. We’ll explore:

What is flexible work?

• 6 types of flexible working models

The benefits of flexible work

The challenges of flexible work.

• Flexible working best practices
• Some myths around flexible work
• 3 tools that make flexible work easy

Flexible work is an alternative working style that gives employees the freedom to choose when, where, and how they work. In essence, flexible work is anything that differs from the traditional 9-5, in-office workday. By removing strict barriers of time and place, employees can work when they feel most productive—whether that’s starting earlier or finishing later. They can also work where they feel most productive, such as working from home, the office, or their local cafe.

Are flexible work and hybrid work the same thing?

Flexible work and hybrid work are not the same, despite being closely linked. While flexible work offers elements of flexibility in when, where, and how folks work best, the level of flexibility can vary. Hybrid work, on the other hand, is a type of flexible work. Hybrid work gives employees flexibility to split their time specifically on the where: working either in the office or remotely from home.

6 types of flexible work

Flexible work models come in different forms. Pre-pandemic, you might have known it as flextime, part-time, or job-sharing. And while those approaches still exist, there are new types of flexible working that now dominate the working world. What defines a flexible working policy is the boundaries that come with it. Different organizations and industries can apply more (or less) restrictions when it comes to schedules, location, holidays, or workloads. For example, some organizations might allow more flexibility than others when it comes to people choosing when they like to work. People can create their own working day and have control over when they start and finish. Others might offer more flexibility on where their people want to work–whether it’s a home, an office, or abroad. For some businesses, it makes sense to offer flexibility when it comes to paid time off or sharing workloads between people. Here are six different types of flexible work that you could implement into your organization in 2023.

1. Hybrid work

‍ The most adopted form of flexible working in 2022, hybrid work offers people more control over when and where they work. There are different types of hybrid work models that offer varying levels of flexibility. They include:

• Hybrid at-will: Employees can choose which day(s) to come into the office
• Hybrid split-week: The company assigns specific days for on-site and remote work by team or function
• Hybrid manager-scheduling: Managers choose which day(s) their team comes into the office
• Hybrid mix: A combo of all three options

2. Remote work

‍ A flexible working policy that enables people to work from home full-time, rather than visiting an office part- or 100% of the time. This offers people the flexibility around where they want to work, rather than when.

3. Flexitime

‍ People don’t adhere to a strict work schedule. They choose their own start and end time and create a flexible work schedule that works for them.

4. Job-sharing

‍ This work policy allows more flexibility around workload. Two people (or more) share a full-time job, including responsibilities and tasks. This allows them to work less hours while producing the results of a full-time role.

5. Part-time

‍ One person works in one role, usually with responsibilities that don’t make up a full-time position. They work less hours each day, week, or month than a full-time employee. This offers people flexibility across many different areas, including schedule, location, and workload.

6. 4-day work week

‍ A condensed schedule that is becoming more popular as organizations explore how to increase people’s work-life balance while still maintaining the same level of productivity and output. This flexible work policy offers people an option to work less while still maintaining a full-time role. 4-day work weeks are usually made up of one of the below schedules:

• Compressed hours: People must work the same amount of hours in a full week, split across 4 days.
• Reduced hours: People work a reduced amount of time to reflect 4 days rather than 5.

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Flexible work has many benefits, both for your employees and your business. For employees, it allows them to work around commitments and responsibilities in their personal lives. That might be picking their child up from school, studying part-time, or being a caregiver to a relative. For organizations, flexible work drives a better work-life balance and reduces stress levels for your employees, resulting in improved productivity and outcomes. Let’s take a look at some other ways flexible working can benefit your business.

Save on space and cost

Flexible working means less people in the office on a daily basis. This gives you an opportunity to better manage your space and in-office resources. For example, you could implement your choice of flexible seating arrangements such as hot-desking or office hoteling . This helps free up space for other uses, such as team collaboration or social activities, or helps you to reduce your real estate costs if you want to downsize. Flexible work also saves on other costs too, including utilities, energy, food, and supply costs–all by having less people in the office at one time.

Drive productivity and engagement

Flexible work can have a positive impact on productivity levels. In Gartner’s recent survey , 43% of respondents said that flexible working hours helped them be more productive in their role. The more you can support your employees to focus and engage with their work, the more you’ll see productivity rise–and with that, results.

Help attract and retain talent

Offering flexible work arrangements will attract top talent to your organization and keep them there. According to a survey conducted with Wakefield Research, 47% of employees would look for another job if their employer didn’t offer flexible working. Simply put, flexible working allows your people to fit work around their lives. Offering them that flexibility will help to attract top talent as well as keep them loyal, engaged, and happy.

Improve employee wellbeing

According to a 2022 report , 48% of people said flexible working was beneficial to their wellbeing. It’s no surprise–juggling work-life responsibilities without being tied to a strict schedule or location is significantly less stressful. When people have autonomy to create their own working schedule, it benefits their physical and mental wellbeing and gives them the freedom to complete work tasks alongside personal responsibilities. Happy employees equals more productive employees–a win-win for everyone!

Make your company culture thrive

Flexible working will help you improve your company culture by making the workplace somewhere people choose to be. As more people gain a better balance between their work and personal lives, visiting the workplace without sacrificing personal commitments will help people feel more connected to their organization and improve company culture.

Of course, with every work model comes challenges–even if there are only a few. Here are some challenges (and solutions) that businesses face when implementing flexible work.

Leads to isolation

Flexible work means that people will often have different work schedules and will come onsite on different days or at different times. Without a hybrid work policy that applies to everyone, or ways for folks to see when others are coming in, some people might feel isolated if they’re in an empty office. This might then deter them from coming onsite again.To combat this, try changing part of your return-to-office policy to apply to everyone. This might be asking folks to come in twice a week, but one of those days must be a Tuesday. You can also leverage solutions like hot desking with interactive maps . This way, people can see when their coworkers are scheduled to come into the office and where they’re sitting.

Causes inequity in career progression

According to our most recent At Work report , nearly all (95%) of executives admit they notice contributions made by people in the office more than those who work from home. This is compared to 44% of remote employees who believe their contributions are noticed just as much as their peers onsite.Flexible work aims to better balance peoples’ work and personal lives, but at what cost? When implementing flexible work, ensure that everyone feels involved and appreciated–despite their working schedule. If you are concerned about employees gaining an unfair advantage over those who work from home, change up your schedule to ask all employees to be onsite on the same day.

Differs across different industries

While it’s true that flexible work exists across all industries, it does vary across different roles. For example, IT and HR roles top the charts as jobs that offer the most flexible work opportunities. Sales, recruitment, and telecoms, on the other hand, all score fairly low because they require different levels of interaction and dependencies in the workplace.Flexible work also varies across different industries. For example, the manufacturing industry is typically less flexible than the finance sector. Why? Because people need to be physically present onsite to operate machinery. Navigating flexible work–and its challenges–will be different for every organization.

Flexible work best practices

Now you understand the benefits and challenges of flexible work, let’s dive into some key best practices. Remember, flexible work should support both your people and your business–it shouldn’t detract from any results or performance. If you feel like it is, run over the below best practices to see how you can improve your flexible working model.

1. Set clear expectations

While flexible work is designed to offer more autonomy to your employees, folks still have to do their work at the end of the day. Set clear expectations for your people, including hitting goals, meeting deadlines, and performing well in their roles.

2. Don’t completely ditch structure

While flexibility can improve productivity and engagement, structure can also help people flourish in their role, too. For example, offering a structured lunch hour will help people in the same time zone take a break during the day. Equally, setting recurring meetings to be at the same time and day will help people plan their week better. Pro tip: Ensure leaders set a healthy example for their teams. When they show the right balance between flexibility and structure, it will encourage team members and coworkers to follow their lead, too.

3. Prioritize equity at work

Unstructured working environments can lead to a lack of direction and equity in the workplace. For example, if one team member works from home while others are in the office, they may miss out on conversations and end up feeling more lost than their onsite coworkers. Ensure you provide the same amount of support, communication, and direction to all employees–whether they’re WFH, onsite, or part-time. Pro tip: Remember that one-size may not fit all. In fact, it’s probably impossible to make one flexible working policy work for everyone. Adapt your model for different people in your organization and ensure everyone feels supported.

4. Survey your employees

Checking in with your employees will help you assess if your flexible working model is still the right fit for them. For example, if you have implemented a 4 day work week but employees are experiencing stress due to workload, you might consider a different flexible work style or increasing your headcount.

5. Have the best technology

Flexible work is only possible because of the technology that supports it. Communication apps like Slack or Teams help people to feel connected with coworkers no matter where or when they work. Digital collaboration tools such as Google Drive allow folks to collaborate in real-time and asynchronously when they aren’t physically together.

Myths about flexible work

When businesses don’t understand flexible work, or fear what it could do to their current set-up, it can act as a barrier to overall business success. In today’s world, the majority of people want flexible work in their industry. Here are a few myths about flexible work that are still swirling around.

• Myth 1: People are less productive in a flexible work model. Quite the opposite, in fact. When people have more flexibility in their schedule, they can choose how and where to complete their work. For some, this might be getting focus time at home and collaboration time in the office. For others, it could be the other way around. According to Gartner , 43% of people say flexible work helps them be more productive.
• Myth 2: Culture takes a hit in a flexible work model. It’s true that the physical workplace is a great tool to foster a positive company culture. It’s also true that being in-person helps to drive culture through face-to-face connection, conversations, and collaboration. But flexible work doesn’t mean the death of the office. In fact, when people can balance their WFH and in-office days and come onsite with more intention, they have a better workplace experience . In turn, this helps drive culture at work.
• Myth 3: People feel disconnected in a flexible work model. Flexible work means people will be in the office on different days and times, depending on what policy you have. This increases the chances of missing your work bestie if they plan to be in on a day you are not. Of course, the likes of Zoom is here to connect folks between the office and home. But you can also leverage other technology solutions like hot desking to see when your coworkers are coming onsite ahead of time. This helps people plan their week based on connection and collaboration with coworkers.
• Myth 4: Flexible work means more work for the organization. For some businesses, flexible work feels like losing control. It’s not always easy to know which schedule will suit your business best. Or whether that schedule will suit all of your employees. The reality is that flexible work isn’t about losing control, but sharing control. It gives employees the chance to better balance their personal lives with their work lives. Overtime, this pays dividends to your organization when it comes to avoiding employee burnout, and improving employee loyalty, belonging, commitment, and output.

3 workplace tools that make flexible work easy

Technology supports people to feel connected with each other in their flexible working arrangement. But what can it do for businesses looking to improve their flexible work model? Here are 3 workplace tools that will help you create a flexible workspace and support your people to work flexibly and efficiently.

1. Desk booking software

Flexible work means less people onsite at any given time. Investing in a desk booking system will help you make the most of your office space by allowing employees to reserve different types of workspaces onsite, as and when they need it. Whether that’s hot-desking, office hoteling, or a mix of both–ensure your employees are set up with the space they need to help improve your flexible working model.

2. Employee sign-in system

When you use an employee sign-in system, it allows your coworkers to check into your office location/s each time they come onsite. They can do this via their mobile device or laptop. By registering and checking in, you can keep track of who’s in your workplace and when. This not only protects your employees who are onsite, but also makes it easier to monitor your flexible work model in the long-term. For example, if you have chosen a hybrid split-week policy, tracking who is onsite on specific days is important to understand levels of adoption and address any areas of improvement.

3. Meeting room booking solution

Investing in room scheduling software will help your employees easily find and book available rooms suited for the kind of project they’re working on. For flexible working models like hybrid working, it’s especially important that employees can book the meeting rooms they need in the workplace. Not only will this boost their productivity levels, but it will also save time by removing the hassle of booking duplications, empty reserved rooms, or lack of available meeting room amenities. –

Flexible working, as with all working models, comes with pros and cons. It’s important to consider every aspect of how it will serve your business and people before you move forward with it.

Whether you have chosen to go with hybrid working, a 4-day work week, or simply offering job-sharing or part-time roles, behind every flexible working approach should be a functional and flexible workspace. interested in learning different ways to improve your workplace check out our ultimate guide library to explore all the hot topics about the workplace..

Pro tip: Remember, flexibility doesn’t always have to mean changing up work schedules or offering people an option to work-from-anywhere. Consider adding flexibility when it comes to things like holidays, by offering unlimited or increased PTO or sabbaticals. You can also add flexibility by offering longer lunch breaks or job-shares for people looking to work part-time or who have commitments outside of the office.

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Amy is a content creator and storyteller at Envoy, where she helps workplace leaders build a workplace their people will love. Outside of work, you can usually find Amy exploring new places, planning her next trip, or enjoying a coffee and croissant in her favorite cafe.

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5 Flexible Work Strategies – and The Companies Thriving With Them

They call us “The Sandwich Generation” —the group of workforce-aged adults who are not only caring for their aging parents, but also balancing the needs of their own children.

It might be hard to understand the term until you experience it firsthand.

When my father-in-law had an unexpectedly difficult time recuperating from surgery last summer, I was stunned at just how upside-down it turned our lives.

If you’ve been through the prolonged hospitalization (or any other intense, sustained medical treatment) of a family member, you know: You may become an honorary nursing aide—or at least a frequent overnight guest at the medical facility.

It’s quite an adjustment, especially when the anxiety sets in: How will I be able to get back to work?

Having the privilege of a self-directed, flexible workplace provided a bit of peace during months of stress and uncertainty.

Many of us are facing this work-care challenge

According to the AARP, 61% of those who provide care for a family member older than 50 are also balancing employment, and half of today’s workforce expects to provide care for aging family members in the next five years.

61% of caregivers report making work accommodations because of caregiving, with the most common adjustment being changes to one’s work schedule: arriving late, leaving early, or taking time off during the day.

Even small reductions in work hours can have long-term consequences on retirement security, benefits, health insurance, and job security. As many as 43% of people caring for their parents say that their professional career has suffered as a result of caregiving .

If we can create more flexible work options , the growing workforce whose parents are living longer can balance family obligations with work responsibilities in a creative and productive way.

There are many solutions that companies can explore in order to create more flexible work. Depending on the type of position and responsibilities, there is a flex strategy that will fit nearly every employee’s needs. Here’s a look at five flexible work strategies, and some of the companies that employ them.

5 flexible work solutions (and the companies that use them)

Flexible work strategy 1: unlimited vacation, who’s using it: mammoth hq, linkedin, fullcontact, netflix, evernote.

Many companies are implementing an unlimited or “take what you need” policy regarding vacation . Although it may sound ripe for misuse at first glance, this policy can fit well in an organization that operates on mutual respect and trust.

If a company has already conducted careful character and talent reviews when hiring, and employees are working in roles that complement the team culture, it should already be assumed that employees are making decisions in the best interests of the company.

This graphic from the Society for Human Resource Management includes some tips for deciding if an unlimited vacation policy is right for your organization.

Because many services and organizations operate in a fixed location, unlimited vacation can be one of the best flexibility strategies to offer employees who face significant, but temporary, family upheaval.

Mammoth HQ is one company that offers unlimited vacation , and they shared their biggest lesson with Fast Company:

“Be ready to shift your focus from the clock to contribution. Turning the clock off begs the questions: How much work is enough, and how much time off is too much? Managers and employees alike need tools for defining and communicating an employee’s expected contribution, so employees can manage their schedules and their managers can evaluate and guide their performance.”

Flexible work strategy 2: Results-Only Work Environment

Who’s using it: mindtools, american society of clinical oncology, some departments of gap.

The Results-Only Work Environment, or ROWE, concept, was developed by Cali Ressler and Jody Thompson and published in the book Why Work Sucks and How to Fix it .

The ROWE concept means that team members are measured by performance, results, or output—rather than physical presence in an office or number of hours worked . Here’s a look at some of the keys of the ROWE system :

A ROWE workplace can serve to enable flexibility for all types of employees—those who must attend daytime appointments, those who seek to avoid heavy commute times, or those who are trading off family caregiving with partners.

“The focus is on results and goals. This means that team members are clear about what they need to achieve, and how this contributes to the organization’s objectives as a whole.”

Sean Kim of The Growth List says a

In the case of knowledge workers and the creative class, it’s difficult to believe that going into the office is the only way to create productive work. A shift to ROWE could become commonplace at such organizations in the future.

Flexible work strategy 3: Remote work and distributed teams

Who’s using it: formassembly, sqwiggle, helpscout.

The ability to work remote is on the rise. The Wall Street Journal shared the chart below based on a 2013 report from the U.S. Census bureau :

And this change is redefining family and community structure. Parents can opt to stay at home to co-participate in household and childcare obligations. The spending habits of a new generation of Millennials are reflecting a focus on efficiency and fulfilling experiences.

“We’re so comfortable with facilitating virtual communication that we can truly work anywhere,” shared Shira Beder

Communication software company Sqwiggle

The future of remote working is about maintaining these social positives that come with the office setting while enabling the freedom that comes with being able to work where you want.”

HelpScout, a large, distributed team that creates help desk software, gives this advice in understanding how to support team members and create a positive remote work culture:

“The best way to measure the success of your remote culture is through empathy. Work from home for a week, then talk to the remote people on your team, and you’ll get an idea of what can be improved.”

Flexible work strategy 4: Time agnostic work

Who’s using it: flexjobs, cloudpeeps.

Work can sometimes require an interruption to the traditional 9-to-5, whether it’s to nurture one’s own personal health or to take time off to provide care to others.

The modern workforce is increasingly made up of people who have evaluated their lifestyles and identified their unique productivity rhythms , dietary needs , and flow states .

Traffic patterns, school schedules, and family obligations also factor in as we evaluate which parts of the day are most favorable for getting work done.

If remote work isn’t quite a workable solution, employers can offer flexibility regarding when employees can put in their work. Scheduling with a bias toward flexibility can help to retain the best and most loyal team.

There are a number of ways to add flexibility into employees’ schedule. Work Flexibility lists a few here:

“When workers have control over their own schedules, it results in lower levels of stress, psychological distress, burnout, and higher job satisfaction,” researchers have discovered.

People who are in tune with their daily habits understand which elements create more stress and what time of the day offers the best opportunity to be creative, which means flexible work can also create opportunities for more exceptional work.

A thought leader in this space, FlexJobs

Flexible work solution 5: Job sharing

Who’s using it: us federal government, qualcomm.

Finally, job sharing programs are one of the most common ways for specialized professionals to create the time needed to care for their personal needs in addition to performing excellent work.

A job share team is formed by two professionals who form a partnership to perform one job. An example work week might involve Teammate A working Monday – Wednesday and Teammate B working Wednesday – Friday at the same position, with some handoff and complementary responsibilities on the overlap day.

Job sharing is a great solution to the “brain drain” and other loss of organizational intelligence that occurs when highly experienced workers must face leaving the workforce due to personal obligations. Two professionals who can join together to offer a company their combined experience is one of the best ways to prevent a distraction from the company’s directives.

The US federal government has promoted job sharing as an opportunity within its departments to offer flexible employment to those who need more alternatives in taking care of their families, pursuing education, or for those who have other reasons for desiring part-time work. Several state legislatures are reviewing bills that will require more flexible options for employees.

Which solutions work best for you?

For decades, employers have worked to create family-friendly policies to help alleviate the stress of balancing work and family. But now, we’ve got to consider even more creativity as we realize how many employees face the necessity of caregiving for their parents as well.

And the good news is, these more flexible options can benefit all workers, from every walk of life and situation. It’s something a lot of us are looking for at work, according to many surveys like this one:

If you’re balancing work and family or the caregiving of an aging family member, or are simply interested in flexible work, I’d love to hear from you.

What flexible arrangements are most important to you? Have you found that the workday is improved by focusing on results, rather than time spent in an office?

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What Is Workplace Flexibility? Pros, Cons, and Tips for Thriving in Flexible Working

Workplace flexibility has become a critical factor for employee satisfaction and even for organizational success. But what exactly is workplace flexibility, and why is it becoming such a hot topic?

In today's fast-paced world, the traditional one-size-fits-all approach to work just doesn't cut it anymore. People crave autonomy, a healthy work-life balance , and the ability to structure their day in a way that optimizes their productivity. Workplace flexibility offers all of this and more, allowing employees to work when, where, and how they work best.

“ Research indicates that nearly 70% of employees prefer flexible working arrangements, highlighting the importance of adapting to these expectations,” says Tim Glowa, CEO and Founder of HRbrain . “Companies that embrace this change will not only attract top talent but also foster a more engaged and satisfied workforce.”

Understanding and adapting to flexible work environments is no longer just a perk—it's becoming a necessity for both employers and employees. As companies strive to attract and retain top talent, flexible work arrangements have emerged as a key differentiator, especially in competitive markets. A FlexJobs survey , for instance, revealed that a staggering 80% of respondents would pledge greater loyalty to employers offering flexible work arrangements.

Discover your next flexible workplace opportunity—browse open jobs at The Muse today!

What is workplace flexibility?

Imagine this: You wake up feeling refreshed, tackle a quick workout before the sun rises, and then dive into your most focused work hours while enjoying a cup of coffee in your pajamas. Sounds like a dream, right?

Or maybe you’re someone who is most productive in the afternoons. You might really dive into your workday mid-morning, going strong until early evening. Flexibility at work examples like this show how businesses can adapt without any losses.

In essence, workplace flexibility boils down to giving employees more control over their work schedules and environments. This can take many different forms, but the core principle remains the same: It allows employees to tailor their work schedules and environments to better suit their personal needs and lifestyles while still meeting the demands of their roles.

The recent shift towards flexible work arrangements wasn't purely born out of a desire for comfort (although those cozy pajamas do have their appeal!). “The pandemic was the catalyst that thrust us all into remote work, and people just got used to that way of life,” says Jess Munday , Co-Founder and People and Culture Manager for Custom Neon , a company dedicated to offering workplace flexibility to its employees.

Now, employees increasingly seek roles that allow them to integrate their professional and personal lives seamlessly, and companies that recognize and accommodate this need are more likely to attract and retain top talent.

Types of workplace flexibility

The beauty of flexibility in the workplace lies in its adaptability, offering a variety of options to cater to diverse needs. Let's explore some of the most common types of flexibility in the workplace:

Flexible scheduling

• Flextime : This allows employees to choose their working hours within a set range. For example, instead of the traditional 9-to-5, an employee might work from 7 a.m. to 3 p.m. or 11 a.m. to 7 p.m., as long as they complete their required hours and are available for core working hours, such as 10 a.m. to 2 p.m.
• Part-time employment : Part-time positions involve working fewer hours than full-time roles, often with more flexible work schedules. This option is ideal for those who need to balance work with other responsibilities, such as education or caregiving.
• Condensed schedules : Also known as compressed workweeks, condensed schedules allow employees to work their required hours over fewer days. For example, an employee might work four 10-hour days instead of five 8-hour days, giving them an extra day off each week.

Flexible location

• Remote work : This allows employees to work from anywhere outside the traditional office environment. This flexibility can lead to increased productivity and job satisfaction, as employees can create a work environment that suits their needs.
• Telecommuting : Similar to remote work, telecommuting involves working from a location outside the office, such as a home office or a co-working space. This arrangement can be full-time or part-time, offering a blend of in-office and remote work.
• Hybrid work arrangement : This type of arrangement combines remote and in-office work, giving employees the flexibility to choose where they work on different days. This approach can help maintain team cohesion while providing the benefits of remote work.

Flexible time off

• Unlimited paid time off (PTO): Unlimited PTO policies allow employees to take as much time off as they need, provided their work is completed and their absence doesn't negatively impact the team. This trust-based approach can lead to higher job satisfaction and reduced burnout. (Interested? These companies offer unlimited PTO—and they’re all hiring .)
• Flexible vacation policies : Flexible vacation policies give employees the freedom to take time off when they need it, without being constrained by a strict system. This can include allowing employees to buy or sell vacation days or take extended leaves when necessary.
• Sabbaticals : Sabbaticals are extended breaks from work, typically ranging from a few weeks to a year, during which employees can pursue personal interests, further their education, or recharge. These breaks can lead to increased creativity and job satisfaction upon return.

Flexible roles and responsibilities

• Job sharing : Job sharing involves two employees sharing the responsibilities of a single full-time role. This arrangement can provide a better work-life balance and allow for the retention of experienced staff who might otherwise leave due to full-time work demands.
• Cross-department secondments : Secondments involve temporarily transferring employees to different departments or roles within the organization. This flexibility can enhance skills development, foster collaboration, and offer fresh perspectives on work challenges.

Pros and cons of workplace flexibility

Workplace flexibility is a fantastic concept, but like most things in life, it's not without its challenges. “Flexible working offers the best of both worlds, but only if managed correctly,” Munday says. Let's take a balanced look at the pros and cons for both employers and employees.

Pros of having a flexible workplace

There are several benefits of workplace flexibility, but maybe the most important is improved employee satisfaction . Feeling empowered and trusted to manage your work style can significantly boost morale and satisfaction. Happy employees are more engaged, productive, and less likely to seek opportunities elsewhere.

With flexible schedules and locations, employees can better manage personal commitments and achieve a healthier work-life balance. This leads to a reduction in stress and burnout and helps retain top talents, ultimately benefiting both the employee and the company.

Flexible work arrangements also give employees more control over their work, fostering a sense of ownership and responsibility. This empowers them to take initiative and contribute their best work. And let’s not forget the financial advantages: For companies with a significant remote workforce, there are potential cost savings on office space, utilities, and equipment.

Cons of flexible working

While the benefits are undeniable, there are also some challenges associated with workplace flexibility. Managing and collaborating with a team spread across different locations and time zones can be more difficult than in a traditional office setting. Clear communication strategies and project management tools are essential to ensure everyone is on the same page.

“Maintaining that tight team cohesion and smooth communication flow with a flexible setup admittedly takes some intentional work, but it pays massive dividends,” says Conor Hughes , an HR consultant. Hughes recommends using video conferencing, chat apps, and shared workspaces for interaction between managers and other employees.

Without proper planning, clear boundaries, and self-discipline, distractions, and procrastination can be other big disadvantages of flexible work. It’s also important to mention that building and keeping a strong company culture alive can be challenging with a remote or hybrid workforce.

Another potential problem for workers in a flexible arrangement is the constant accessibility of technology. “We found in some instances when working from home, employees weren't taking breaks, or were working longer hours,” Munday says. “While this seems positive from an employer's perspective, we don't want anyone suffering burnout.” Munday says her company used this feedback to iterate on process and procedures. “We were also able to highlight areas where efficiency can be improved, so people didn't feel they needed to work later,” she says.

Tips for thriving in flexible work arrangements

So, you've embraced the world of flexible work arrangements. Now, with this newfound freedom comes the responsibility to manage your time and environment effectively. Here are some key tips to ensure you thrive in a flexible work environment:

For employees

• Establish a dedicated workspace: Carve out a specific area in your home that's designated for work. This helps create a physical and mental separation between your professional and personal life. Invest in comfortable furniture and ensure proper lighting to minimize distractions and promote focus.
• Keep a consistent schedule: While flexibility allows for some variation, establishing a regular work schedule can be surprisingly beneficial. This helps regulate your sleep patterns, improve productivity, and make you more predictable for colleagues in different time zones (remember, communication is key!).
• Use technology to stay connected: Take advantage of the several online tools available to collaborate and stay connected with colleagues. “Using video conferencing, chat apps, shared workspaces—that tech connectivity grease is vital for seamless interaction,” Hughes says. “Blocking recurring times for full team syncs to discuss progress and share updates becomes a non-negotiable. Virtual social events like online games or pizza parties can go a hugely long way in fostering that camaraderie too.”
• Set clear boundaries between work and personal life: “Setting boundaries, prioritizing that to-do list, and actually disengaging after work takes real discipline,” Hughes says. “Overworking turns into a swift track to burnout, so effectively managing time and transparently communicating workload prevents that implosion.”

For employers

• Foster a culture of trust and accountability: Autonomy is a key benefit of flexible work, but it needs to be paired with trust and accountability. Clearly define expectations and empower employees to manage their workload effectively. “Companies can use performance-tracking tools wherever their teams are based,” Munday says. “These tools help establish how much time is being spent on a specific project to give a better understanding of productivity levels, time-draining tasks, or areas that require additional training.”
• Provide the necessary tools and resources: Equip your remote team with the tools they need to succeed, including reliable hardware and software, access to cloud storage solutions, and robust video conferencing platforms. Munday says in her company, Basecamp is used for project management, and Dropbox and Google Docs for asynchronous working.
• Encourage regular communication and feedback: Open communication channels through regular team meetings, virtual check-ins, and project updates are key to keeping a strong team spirit in a flexible work environment. Encourage feedback from employees about their workloads and any challenges they might face.
• Measure performance based on results: “For companies with remote staff, measuring productivity has to go way beyond just tracking hours clocked,” Hughes says. “The real proof is in results like quality of deliverables, how quickly projects get across the finish line, and satisfaction levels from customers and clients.”

Overcoming challenges together

Both employees and employers will face challenges in a flexible work schedule or environment. One in particular needs attention from both sides: mental health. Working remotely can sometimes lead to feelings of isolation, and despite what many people think, the flexibility to work from anywhere can easily lead to overwork.

While employees should be diligent about managing their time effectively and communicating workload limitations, businesses also have their responsibility. “Encouraging boundaries between work and personal life, along with promoting mental health resources, can mitigate these issues,” Glowa says. “For instance, implementing policies that support mental well-being can lead to higher job satisfaction and productivity.”

The future of flexible work

Munday believes the importance of flexibility in the workplace will only grow, since flexible work is likely to become the norm in the future, with an increased focus on work-life balance and employee autonomy. As companies continue to invest in technology that supports a mix of remote, in-office work and collaboration, it will only make it easier for teams to stay connected and productive regardless of their location.

For companies thinking about transitioning to a flexible work model, it’s important to make a careful plan and move things slowly. “Piloting it first can identify major roadblocks before scaling too soon,” Hughes says. “Open communication right from the jump about the new model's benefits, expectations, and policies is flat-out critical. Training focused on collaborative skills, communication practices, and time management also prepares everyone for success.”

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Flexible Schedules and How to Get Them Flexible work schedules for employees who work remotely or in hybrid positions may challenge leaders. Schedules for businesses are becoming more open and flexible as they switch to hybrid or...

By Howie Jones Nov 20, 2021

This story originally appeared on Calendar

Flexible work schedules for employees who work remotely or in hybrid positions may challenge leaders.

Schedules for businesses are becoming more open and flexible as they switch to hybrid or remote workforce models. Leaders learned from the Covid-19 pandemic how flexible work options are beneficial. As a result, many businesses choose to be more flexible as their lives return to normal.

Employees who work remotely or in hybrid positions may feel insecure about asking for a flexible work schedule. Even though they know the benefits, it can be challenging to get one. Here are some of the best and most efficient ways to request more flexibility in work schedules.

1. Assess how adaptable the organization Is

Take the time to look around. You can evaluate the company's adaptability to ask for a flexible work schedule. Do they allow employees to work flexible hours? Leaders set the tone and culture. It's essential to determine if the request you have is possible within their reach. It may not be the right place for you. –

2. Please share your needs and rationale for change

Be bold and upfront. This will help you to increase engagement and productivity. It is possible to envision how it might work in practice and then develop a full-fledged solution.

3. Be transparent and honest

Employees who feel the need for a flexible work schedule should be open and honest with their reasons. Prepare a well-thought-out case. This will explain the situation in detail, assure the employer that productivity won't be affected, and show appreciation for the chance to have a flexible schedule. This builds trust.

4. Be aware of your remote limitations

Honesty about your limitations is critical. We learned how important it is to be efficient with teleworking during the pandemic. A plan should be developed that clearly shows the benefits of remote working for your Organization. You might see more availability because of fewer travels or better productivity due to reduced focus time. –

5. Discuss your schedules with the supervisor

Flexible work schedule policies and employee guidelines? These guidelines could include alternative childcare arrangements so that telecommuting parents can work. The plan should be shared with supervisors who may be able to help. The feedback loop employees create with their supervisors is crucial. –

6. Demonstrate that deliverables were met and exceeded

An employee who wants to be able to work remotely or on a flexible schedule should demonstrate the deliverables they have achieved and exceeded. As many companies are more concerned with retaining talent than their work environment, the work will speak for itself.

7. Consider the request as a remote business proposition

Consider it a win-win situation. Treat a request for flexible work hours as a business proposal. Consider the pros and cons of your request and create a plan to minimize any negative impact. You should state the benefits you get from this flexibility and provide a trial period to overcome initial resistance depending on your organization's culture. –

8. All reservations

The business's impact is the most important thing. Flexibility in your schedule will bring you more success. This could allow you to better support clients and global team members. It will result in more productivity due to less commute time. How does it impact flexibility? Consider the impact of your decision and ask yourself if you have any reservations.

Hey Remote Workers and You Managers — Take Time to Laugh.

Don't take your schedules too seriously. Remember that laughter is not only the best medicine but a pretty good motivator too.

Remote workers and their managers need to realize that even the best-laid plans of mice and men "aft gang agley." Part of the charm of the human condition is the uncertainty and surprise that crops us in our lives so often. Indeed, we should plan out our workday. And assuredly, we should be held accountable for the assigned tasks and the goals we make ourselves. But that's not to say there isn't a little wiggle room each day for a giggle or two.

So when your remote work is interrupted by the uncertainties of life, go with the flow. At least for a moment or two. If your pet catwalks across your desk during a Zoom conference, don't treat it like a cat-astrophe. (See what we did there?) Instead, take a minute to introduce "Fluffy" to the other Zoom meeting members. Such a light touch communicates to others your humanity and good temper. It may even win you more flexibility.

Image Credit: Andrey Grushnikov; Pexels; Thank you!

The post Flexible Schedules and How to Get Them appeared first on Calendar .

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Flexible working practices

Explores the benefits of flexible working, the types of arrangements commonly used and gives practical tips on implementing flexible working practices

Flexible working - giving flexibility over where, when and the hours people work - is increasingly in demand, but the number of quality flexible jobs falls well short of that demand. There is an opportunity for employers to do more to provide flexibility for the benefit of all employees and organisations.

This factsheet outlines different types of flexible working arrangements, including part-time and compressed hours, remote working and job-shares. It looks at the potential benefits of flexible working, both direct and indirect. It offers the UK legal perspective and some ideas on how flexible working can be implemented, how common barriers can be overcome, and how people professionals can support staff opting for more flexible working arrangements.

Explore  our viewpoint on flexible working uptake  in more detail, along with actions for government and recommendations for employers.

You can find more information on navigating flexible working in our people manager guide on flexible working and our guidance for people professionals .

On this page

• What is flexible working?
• Access to flexible working
• The potential benefits of flexible working
• Implementing flexible working practices
• The UK legal position
• Useful contacts and further reading

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The Radical Promise of Truly Flexible Work

• Ludmila N. Praslova

Is it possible for companies to protect employee autonomy, engagement, and well-being, as well as job flexibility while also ensuring efficiency and productivity through a period of economic uncertainty and slower growth? The author’s research into how organizations unlock the productivity of neurodivergent and disabled workers points to a way forward — one that allows leaders to accommodate the unique needs of every team member. Comprehensive flexibility supports stronger engagement and performance, not just on a case-by-case basis but at scale. True, sustainable flexibility is about more than just work location and hours. It encompasses which tasks people do and how they get them done. It’s about making work “fit” people, not the other way around. When organizations center the design of work on humans, values, and long-term success in this way, they become productive, resilient, inclusive, and equitable.

Organizations designed to support neurodivergent and disabled employees demonstrate how work can “fit” people — not the other way around.

Nearly four years after the Covid-19 pandemic upended the norms of work around the world, most of us are still struggling to find a new normal. Employers are grappling with a host of conflicting demands. On the one hand, they need to boost productivity and contain costs in the face of inflationary trends and slow economic growth, and shareholders are laser-focused on the bottom line. On the other, organizations must solve what Microsoft’s chief people officer, Kathleen Hogan, has called a “ human energy crisis .” Many workers are burned out and disengaged, still trying to adjust to remote or hybrid work or stressed by return-to-office requirements . Some are also managing health issues — including long Covid symptoms — and caregiving roles. They’re also coping with drastically increased costs of living. According to one survey, 42% of employees say their employers don’t care about them .

• Ludmila N. Praslova , PhD, SHRM-SCP, uses her extensive experience with neurodiversity and global and cultural inclusion to help create talent-rich workplaces. The author of The Canary Code , she is a professor of graduate industrial-organizational psychology and the accreditation liaison officer at Vanguard University of Southern California. Follow Ludmila on LinkedIn .

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What is a Flexible Work Schedule?

Definition and Example of a Flexible Work Schedule

How do flexible work schedules work, types of flexible work arrangements, how to ask your employer for a flexible schedule, frequently asked questions (faqs).

Definition: A flexible work schedule is an alternative to the traditional 40-hour, 9-5 workweek. Flexible work arrangements provide employees with schedule flexibility, an option to work remotely, or the ability to choose an alternative work arrangement. 

Key Takeaways

• A flexible work arrangement is an informal or formal agreement between an employee and an employer that provides alternatives to a non-traditional 40-hour workweek.
• Flexible work schedules allow employees flexibility as to when and where they can work.
• Employees with flexible work arrangements may be able to work remotely, work a hybrid schedule, or vary their arrival and departure times or workdays.

An alternative to the traditional 9-5, 40-hour traditional workweek schedule, flexible work arrangements allow employees flexibility as to when and where they can work. Employees who have a flexible work schedule can vary their arrival and departure times, the days and hours they work, or they can telecommute .

For example, an employee might be allowed to arrive between 9-11 a.m. and leave between 5-7 p.m. Or they might be able to work four days a week, if they work longer hours on those days. Working remotely can also be an option when companies offer flexible schedules.

Some companies provide complete flexibility where employees set their own hours. Others may have a hybrid employment model, which is a mix of in-person and remote work where employees can work remotely some of the time but are required to schedule some time in an office.

In some cases, company policy provides for flexibility and the employee may be able to set their own schedule. Others provide an option for a flexible schedule. The schedule is approved by the employee’s supervisor based upon the needs of the workplace and the employee’s request for flexibility.

A flexible work arrangement can be an informal agreement between an employee and an employer, or company policy may provide formal options for flexibility. The different types of flexible work options include the following:

Condensed Schedule: A condensed schedule increases the hours per day an employee works, so they work three or four longer days, giving the employee an additional day or two off during the week.

Flextime: Employers with a flextime policy allow their workers to choose their own start and end times. 

Hybrid Schedule: A hybrid schedule provides the opportunity to work remotely, combined with in-person time in an office.

Job Sharing: With job sharing , two or more employees share a position to have more flexibility.

Location Flexibility: Location flexibility gives employees the ability to work elsewhere than the main work site. The most common type of location flexibility is telecommuting, but employees may also be able to work out of a branch office, for example.

Part-Time Jobs: Working part-time (less than 40 hours a week) gives employees the ability to work fewer hours in order to have a schedule that fits their other commitments.

Reduced Schedule: Reduced schedules enable employees to work fewer hours than the company’s standard workweek.

If you’re interested in changing your work hours, it’s important to be aware of both the pros and cons from your employer’s perspective. If your company has a flexible work policy in place, there should be guidelines for how to request a schedule change.

If not, you may have to sell your employer on offering you flexibility. That means looking for ways to minimize the potential downside while emphasizing the benefits to the company. It’s important to explain why it would be helpful for your employer if you worked a non-traditional schedule. Some ways to make the case include:

• Exceed expectations.  Managers are more likely to give benefits like a flexible schedule to workers who are already top performers. Make sure you’re surpassing all your goals before you ask. 
• Suggest a pilot program.  Don’t ask for a completely different schedule right off the bat. Try a smaller-scale version at first, to work out the details before you formalize the arrangement. As a bonus, this will also help you determine whether or not you like working on a different schedule — something you won’t really know until you try.
• Set goals.  Coordinate with your manager to set expectations. Will you log on by a certain time each morning, even if they won’t be in the office for another two hours? Will you check in at certain times to evaluate progress and make sure the team’s needs are being met?
• Anticipate problems.  Make sure your request fits your work style before you submit it. If you know that mornings are hard for you, don’t suggest coming in two hours early, for example. Also, think about what (and who) you need to get your job done. If your project partner comes in at 10 a.m., getting an early start might not make sense.
• Excel at your job.  Once you have a flexible schedule, make sure that you get to keep it by doing your job to the best of your abilities. Keep your manager informed and meet your goals, and you’ll be able to take full advantage of your working hours. 

Do employers have to provide flexible work options?

The Fair Labor Standards Act (FLSA) does not address flexible work schedules, so there is no legal requirement for employers to offer flexible schedules. Flexible work arrangements are an agreement between an employer and an employee or the employee’s representative. Companies are not required to offer flexibility, but many employers do offer flexible work options.

Can my employer change my work schedule?

Employers can change an employee’s work schedule until the schedule is subject to a prior agreement between the employer and employee or the employee's representative. For example, an employment contract or union bargaining agreement may stipulate what schedule an employee is to work. The Fair Labor Standards Act (FLSA) has no provisions regarding the scheduling of employees, except for child labor provisions that regulate the hours minors can work.

SHRM. “ Managing Flexible Work Arrangements .”

U.S. Department of Labor. “ Flexible Schedules ”

SHRM. “ Tips for Building an Inclusive Hybrid Workplace .”

CareerOneStop. “ Flexible Schedules for Work-Life Balance .”

U.S. Department of Labor. “ When Can an Employee’s Scheduled Hours of Work be Changed? ”

More From Forbes

Flexible working: is a divide growing.

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Peter Done is Group CEO and founder of global business services specialist Peninsula Group .

Pre-pandemic, there seemed to be less of an attitude around flexible working. I don’t just mean in the sense of attitudes being less radical. Attitudes, in general, were just less.

Working from home wasn’t the norm for most people. But then the pandemic happened. We all had to adapt. For many businesses, this meant closing down or operating a limited, restricted service.

This left the vast majority of employees who weren’t key workers either on furlough or a mandatory “work from home” order. For many workplaces, this mandate stuck. Only now, it looks like a growing number of businesses are trying to unstick it.

Because of this, we’ve seen a divide form between those who push for flexible working and those who push for a return to the office. And as the wider conversation around flexible working continues, it asks for HR leaders to examine this divide.

What does this mean for working arrangements in the future?

Changing Attitudes Toward Flexible Working

Since 2020, we’ve seen more and more businesses adopt flexible working practices. During the pandemic, it wasn’t just the attitudes of employees that changed but also managers.

The Universities of Birmingham, York and Kent published a joint report in 2023 to explore this shift further. From their study, they were able to show how managers’ attitudes around remote working had changed from 2020 to 2022.

Before 2020, their findings revealed that an average of 45%-55% of managers were of the mindset that flexible working improved concentration, productivity and motivation. In 2022, this figure had risen to 59%. Two years on from 2020, they reported that 72.7% of managers believed that flextime helped to increase worker productivity.

But as two years turned into three, there seemed to be a shift again.

Attitudes Shifting Back

Recently, my company carried out a global survey into what employers were most worried about heading into 2024. We found that over half had employees working in the office full time and very few routinely offered hybrid working.

While attitudes toward flexible working looked to be going one way from 2020-2022, statistics suggested otherwise in 2023—not just in the U.K., but in the U.S. too.

In 2023, Monster reported that 35% of U.S. employers wanted their employees in the office. Plus, 33% who planned to offer hybrid working changed their minds during the year.

So, why is this happening and what made attitudes shift in the first place?

The Law And Demand Around Flexible Working

When remote working routines became established during the pandemic, many employees wanted this to continue.

This want became a need in some cases, with some employees being unable to accept a job that didn’t offer a degree of flexibility.

The EHRC said 1.5 million people were "trapped in poorly paid part-time jobs below their skill level, because of a shortage of quality flexible jobs." They also mentioned a large part of this demand came from people with caring responsibilities.

Owl Labs carried out a survey that found "1 in 4 workers (25%) would be willing to sacrifice 15% of their annual salary for flexible working hours."

With flexible working becoming a growing preference among job seekers, businesses followed suit. And over time, flexible working attitudes have not just gained media attention, but also legal attention.

Soon, there will be new rules for U.K. employees making a flexible working request. "Millions of employees will receive day one right to request flexible working ." Previously, they could only do this after 26 weeks of service.

Other rules around how to manage requests are also set to follow. This includes employers only being able to refuse for a statutory reason (like a detrimental impact on performance).

Alternatives To Flexible Working

What can employers do if they want employees back in the office full time?

Employees shouldn’t feel like they’re having something taken away from them. If employers are requiring employees to return to the office, it’s important that employees understand the value of their presence.

And employees shouldn’t feel uncomfortable at work. If there’s something about the workplace that’s causing them distress, employers must deal with that issue. If work feels stressful or negative, this can drive employees away. Checking in with teams regularly is vital—as well as addressing behaviors that might create a negative atmosphere.

If employees struggle to come into work because of child care or other personal reasons, there are other forms of flexibility aside from remote working. Adjusting work hours and job sharing are forms of flexible working. There are options you can explore with your employee—but it starts with an honest and open conversation.

Transparency in communication, an ability to listen and a willingness to negotiate, will make working transitions easier to navigate without building tensions. Making adjustments where necessary and looking at ways to build an accessible and supportive environment is a must.

This will be key for businesses who want to avoid creating a divide with their teams.

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Verizon’s Security Report Explores Mobile Defence

As one of the world’s largest telcos, Verizon is committed to mobile security. The company has published the Verizon Mobile Security Index (MSI) to support professionals as they strengthen their mobile security defences , from those that could exploit them. 

Verizon commissioned an independent market research company to survey 600 people across security strategy, policy and management. Leaders in mobile device security, including Akamai, Allot, CISCO, Fortinet and more were also involved in the report.

Here, we look at some of their findings.

Mobile security is essential for flexible working

Post-pandemic, employers are supportive of employees working remotely, from home, the airport, a hotel or even a local coffee shop. 92% of survey respondents said that their organisation supported remote connectivity, which means that personal mobile devices are embedded into business-critical workflows. 80% of respondents said they agreed that mobile devices were critical to the smooth running of their organisations and 46% of respondents agreed that mobile devices are a critical business tool. 

However, cybercriminals are aware that employer support for flexible work has led to a rise in mobile devices connecting to enterprise networks. Naturally, these devices access sensitive information.

• 50% said mobile devices have greater access to sensitive information than a year ago
• 86% agreed that increased remote working has moved mobile security up their agenda
• 86% agreed that flexibility in where people work and what devices they use is key for attracting top talent.

As flexible work becomes increasingly established across workplace policy, organisations will depend more heavily on different types of devices in more locations, with strategic investments in mobile security no longer an option.

Mobile security confidence high, but concerns over security risks persist

Respondents reported a high level of confidence in their mobile defences, with the majority sharing that their current mobile device security measures were effective. 96% were confident that their defences were ‘at least somewhat effective’. 

However, 53% said that they had experienced a security incident involving a mobile or IoT device which resulted in data loss or downtime.

Respondents simultaneously cited persistent mobile security worries, with close to half believing that end users are complacent about data privacy and security, oblivious to the dangers of credential theft.

• 89% of respondents admitted that they thought organisations should take mobile device security more seriously.
• 85% of respondents shared that mobile-related security risks have increased (or significantly increased) over the past year.

Verizon urges stronger security measures across mobile and IoT connectivity 

From Verizon’s survey data, the company has drawn one clear conclusion - the necessary expansion of mobile computing and IoT is also widening the attack surface for cybercriminals. The mobile sector must focus on ensuring sufficient mobile security processes, policies and investments.

“Disruptions caused by cyber attacks are increasing significantly as they become more sophisticated, frequent and costly,” warned Kyle Malady , CEO of Verizon Business. “This report provides insights into the current mobile and IoT device threat landscape and what organisations should focus on to protect their data and key systems.”

Public and private organisations must unite to combat threats who want to exploit the progress of mobile and IoT connectivity.

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Money blog: Coca-Cola launching new flavour in collaboration with popular biscuit - and fans are divided

Welcome to the Money blog, a hub of personal finance and consumer news. Our focus has been on inflation rising - while other posts include Coke launching a new flavour with Oreo. Leave a comment on any of the stories we're covering in the box below - we round them up every Saturday.

Wednesday 14 August 2024 19:21, UK

• UK inflation rises for first time since December - analysis
• Wizz launches unlimited flight package for £445 - but there's a catch
• Coca-Cola launching Oreo drink - and fans are divided

Essential reads

• Is this the end of the British pub?
• What's gone wrong at Asda?
• Best of the Money blog - an archive of features

Tips and advice

• TV chef picks best cheap eats in London
• Save up to half price when visiting top attractions with this trick
• 'I cancelled swimming with weeks of notice - can they keep my money?'

Ask a question or make a comment

Mars is buying the food company Kellanova in a deal worth nearly $30bn (£23.3bn). 

The deal will see the business, which already owns several brands such as M&M's, Snickers and Skittles, take control of a huge portfolio of products, including Pringles, Pop Tarts and Cheez-Its.

Kellanova was created when the Kellogg Co split into three companies in 2022.

Based in Chicago, it had net sales of more than $13bn (£10bn) last year and has around 23,000 employees.

Mars Inc said it will pay $83.50 dollars (£65.02) per share in cash, putting the total value of the transaction at £35.9bn (£27.9bn).

The deal is expected to close in the first half of next year.

"The Kellanova brands significantly expand our snacking platform, allowing us to even more effectively meet consumer needs and drive profitable business growth," Andrew Clarke, global president of Mars Snacking, said in a statement.

Adverts for nutrition brands Zoe and Huel featuring a Dragons' Den star have been banned for failing to disclose their commercial relationship with the celebrity.

Steven Bartlett is an investor in Zoe and a director at Huel, but the the Advertising Standards Authority (ASA) found ads seen on Facebook in February "omitted material information" about their links to him.

Starbucks has ousted its chief executive Laxman Narasimhan after less than two years at the helm.

The news comes after pressure for management change from hedge fund Elliott Management.

Read more...

Primark is trying to make headway in US markets with an advertising campaign across the pond.

Hoping "That's so Primark" will catch on, the retailer is introducing its budget style via two 30-second videos.

The company aims to open 60 stores in the US by 2026.

John Lewis is looking to cut 153 jobs as part of a staff shake-up across its stores. 

The high street giant claims the proposals are designed to improve customer service, ensuring workers are "in the right place, doing the right tasks at the right time". 

It is hoping the job cuts will be through voluntary redundancy and natural attrition - which covers people leaving through retirement, resignations or moving job. 

Staffing changes will also see currently separate roles for serving front and back of house combined.

John Lewis is also investing £5m in digital headsets for store workers to communicate better with one another - in a bid to improve service.

The changes, which were announced to staff yesterday, follow a similar staffing overhaul at sister business Waitrose.

A spokesman for John Lewis said: "We're seeking to make sure partners are in the right place at the right time to help customers.

"We're also removing unnecessary tasks and introducing new technology to make their roles easier.

"We carried out similar changes in Waitrose earlier this year, with customer and partner feedback increasing significantly since.

"It's since been ranked the number one supermarket for customer satisfaction."

Coca-Cola is launching an Oreo-flavoured drink in collaboration with the biscuit manufacturer.

The limited edition, zero-sugar drink will be released from September in a black and white can containing what Coca-Cola describe as "flavourful hints inspired by Oreo cookies".

At the same time, Oreo will release a Coca-Cola flavoured biscuit.

Eugenia Zalis, global head of marketing for Oreo-maker Mondelez International, said she "cannot wait to see the reaction" from customers - but they're already coming in before the products have even hit the shelves.

Multiple X users were quick to deploy the Jurassic Park meme inspired by Jeff Goldblum's character, Ian Malcolm: "Your scientists were so preoccupied with whether or not they could, they never stopped to think if they should".

Another added: "I will happily eat Oreos while drinking a Coke Zero, but I don't want either of these things."

Others were more enthusiastic, simply writing: "Need."

Ms Zalis was confident about the collaboration, saying: "We have truly upped the ante."

The beverage will be available at major retailers and Pizza Express, Popeyes and Slim Chickens, Coca-Cola said.

By Daniel Binns, business reporter

Annual inflation in the US fell to 2.9% in July, down from 3%, according to official data released this lunchtime.

The announcement helps pave the way for the US Federal Reserve for cut interest rates next month.

This matters to monetary policy makers in the EU and UK as they don't like to be too misaligned with the US - for fear of impacting currency strength, among other reasons.

The annual consumer prices index (CPI) rate for July was the lowest since March 2021 and came in below market expectations.

In the immediate aftermath of the publication of the latest figures, financial markets upped their expectations that the Fed would cut interest rates by 0.25 percentage points, pricing in the likelihood of such an outcome at 60.5%. 

The likelihood of a bigger 0.5 percentage point cut was judged to be 39.5%.

Earlier in the day, the likelihood of a 0.25 or 0.5 percentage point cut had been almost 50-50.

The first increase in inflation this year is less a reason for panic than a signal that, after almost three years of wild volatility, the UK's measure of price increases is returning to a period of what looks far more normal fluctuation.

The primary reason CPI stepped up to 2.2% in the year to July is statistical, the base effect of energy prices falling less this year than they did in July 2023. A year ago the Ofgem retail price cap fell by more than £1,100, 10 times more than the £110 reduction last month. That means that while energy prices are lower than they were, annual inflation increased.

The Bank of England had forecast this move upwards from its target rate of 2% and used it to justify its cautious tone around interest rates, even as they were cut earlier this month for the first time since the hiking cycle began.

Below the headline rate of CPI were numbers that will give the Bank some confidence that it can afford to cut rates further by the end of the year.

Core inflation, a measure that removes volatile food and energy prices and indicates the underlying "secondary" effects of inflation, fell slightly from 3.5% to 3.2%. 

Goods inflation remains in negative territory at minus 0.6%, but that was an increase from minus 1.4% the previous month, driven in part by food inflation, which increased to 1.8% after 15 consecutive monthly falls. 

Inflation in services, which make up the majority of the British economy, fell to 5.2%. Coming a day after wage inflation also eased, that fuelled expectations that further rate cuts are coming, though not necessarily at the next Bank of England meeting in September. 

Market expectations of a cut in September rose to 45%, meaning a narrow majority expect rates to be held at 5%, with the prospects of further cuts before the year-end priced at 90% in November and 97% in December.

Watch Kelso's TV analysis here...

Every Wednesday we ask top chefs to pick their favourite Cheap Eats where they live and when they cook at home. This week we speak to TV chef Judy Joo, who co-owns the popular Seoul Bird in London.

Hi Judy, can you tell us your favourite places in London where you can get a meal for two for less than £40?

Since 1900,  Paul Rothe & Son  in Marylebone has been crafting some of the best sandwiches in London. Lucky for me, I live just around the corner from this charming, historic deli. 

My go-to is their famous pastrami and cheese, piled high with pickle, mayo, and mustard. Occasionally, I'll switch things up with their epic coronation chicken, or if I'm feeling adventurous, a jacket potato with tuna and sweetcorn. It's quintessentially British, and I love it. 

Trejo's Tacos has crossed the pond, opening its first international outpost in Notting Hill. Founded by actor Danny Trejo, this canteen boasts a cult following in Los Angeles (myself included) and has quickly become my favourite spot for tacos in London. 

My usual order includes a plate of Baja fish and spicy shrimp tacos, dosed in their house hot sauce and perfectly complemented by one of their stellar OG margaritas or homemade horchata. I also love their house-made guacamole and salsa served with their truly addictive freshly fried corn tortilla chips. I just munch away while thinking of the southern California sun. 

I live near Edgware Road, an area renowned for its vibrant Middle Eastern community and fantastic cuisine. Maroush , a London institution with multiple venues across the city, remains a favourite, especially the original one on Edgware Road.

The chicken or lamb shawarma is the star dish, slow-cooked on vertical rotisseries, infused with aromatic spices, and expertly sliced off with sabers. It's the perfect late-night snack after a few too many pints. I love their tomato okra stew with rice - so comforting and warming. 

Tucked away in the basement of an unassuming British pub down a quaint mews street in Marylebone is Liu Xiaomian . 

I usually order the minced pork xiaomian - toothsome wheat noodles swimming in a red chilli broth, then dressed with seasoned pork and fragrant spring onions. The numbing pork wontons are another standout, delivering what their name promises in true mala style. Don't miss the cucumber side salad which offers a refreshing respite for your palate.

What is your go-to cheap eat to cook at home when you have a night in?

My go-to budget-friendly meal for cooking at home is pimped-out instant ramen noodles. 

If I am feeling spicy, I'll grab a pack of Shin Ramen and add fresh veggies and leftover proteins from the fridge. 

Spinach, mushrooms, corn, spring onions, leftover roasted chicken, and some frozen dumplings usually make their way into the pot. Absolutely anything goes!  

And, to finish, I'll crack an egg in and let it cook on top of the noodles just until the yolk is set, but still gooey. It's a quick, delicious meal that hits the spot every time.

We've spoken to lots of top chefs - check out their cheap eats from around the country here...

By Sky News Data and Forensics Unit

As we've discussed throughout the morning, the rate of inflation grew to 2.2% in July - the first time since December last year that it has increased.

Which shop prices are increasing fastest?

Olive oil costs nearly two fifths more than it did last year, with prices for 500ml-1 litre rising from £6.39 to £8.83 in just 12 months.

The Money blog looked at the reasons why here...

Plums, meanwhile, are up by a quarter, from £3.08 per kilo to £3.57.

Food and drink products are responsible for seven of the 10 highest increases since last year.

For fans of a slicked-back hairstyle, non-food items like hair gel increased by a third, and for any pet owners, the price of a small mammal cage nearly hopped up by a fifth.

Top five price rises:

• Olive oil (500ml-1litre): up 38%, £6.39 to £8.83
• Hair gel (150-200ml): up 33%, £3.08 to £4.10
• Plums (per kg): up 25%, £2.85 to £3.57
• White potatoes (per kg): up 20%, 74p to 89p
• Cauliflower (each): up 20%, £1.07 to £1.28

Fifty-six of the 156 types of food and drink tracked by the ONS have actually become cheaper since last year. Many of these were store cupboard staples like pulses, dried pasta, and canned tomatoes.

Top food price decreases:

• Pulses (390-420g): down 13%, 77p to 67p
• Frozen prawns (per kg): down 8%, £18.77 to £17.24
• Cheddar cheese (per kg): down 8%, £9.49 to £8.77
• Spreadable butter (500g): down 7%, £4.18 to £3.90
• Frozen berries (per pack): down 6%, £2.53 to £2.37

Of non-supermarket items, electric heaters have been some of the biggest price fallers - by 22%.

How much has your individual spending changed in the last year?

Use our calculator to see how much prices are rising on the groceries, clothing and leisure activities you pay for...

We've had some more ONS data this morning - this time on house and rent inflation.

While the figures are largely unchanged from a month ago, the rental stats in particular are worth outlining as they illustrate the difficulties still facing renters.

Official data shows:

• Average UK private rents increased by 8.6% in the 12 months to July 2024, unchanged from in the 12 months to June 2024;
• Average rents increased to £1,319 (8.6%) in England, £748 (7.9%) in Wales, and £965 (8.2%) in Scotland;
• In Northern Ireland, average rents increased by 10% in the 12 months to May 2024;
• In England, rents inflation was highest in London (9.7%) and lowest in the North East (6.1%).

On the housing market, we learned:

• Average UK house prices increased by 2.7%, to £288,000, in the 12 months to June 2024 - unchanged from a month before;
• Average house prices increased in England to £305,000 (2.4%), in Wales to £216,000 (1.8%), and in Scotland to £192,000 (4.3%).

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