This best practice guide is for managers and employers. It explains the advantages of taking a best practice approach to flexible working arrangements. Show It also has practical tips and case studies to help you move your business towards best practice. Download the best practice guide:
Working at best practiceIn 2020 many employees' work arrangements changed because of the impacts of coronavirus. These changes include more people working from home as well as changes to rosters, hours of work or duties. As employees transition back to the workplace, they may seek continued or additional flexibility in their working arrangements, to help them reduce commute time, manage health risks and meet family or other commitments. Best practice employers should give their employees flexibility where possible to help them balance their work and personal lives. Best practice employers understand the legal requirements regarding flexible working arrangements, and have processes in place for requesting, considering and managing them. Every workplace can enjoy the benefits of taking a best practice approach to flexible working arrangements. These benefits include:
Employers and employees can agree to change standard working arrangements to help employees balance work with other aspects of their lives. Flexibility comes in many forms, and different arrangements will suit different workplaces, jobs and workers. Common examples of flexible working arrangements include:
Legal requirementsAnyone can request flexibility – but certain employees have a legal entitlement to request flexible working arrangements under the Fair Work Act. Employees who have this legal entitlement include permanent employees who have worked with the employer for at least 12 months and regular casual employees who have worked with the employer for at least 12 months and have a reasonable expectation of continuing employment on a regular and systematic basis. Also, the request must be because the employee is:
If a state or territory law gives an employee a better entitlement to flexible working arrangements, then that state or territory law still applies.
Best practice employers go beyond their minimum legal obligations and let all employees request flexible work arrangements, regardless of how long they have been employed and their personal circumstances. Recognise different needs: An employee may only need to modify their work arrangement for a short time, for example, while settling their kids into a new school. Others might need longer-term arrangements, such as an employee who wants to return to work after parental leave as a part-time employee on an ongoing basis. Not every situation is the same. It’s important to have an individual approach to the employee’s needs. What works for one person might not work for another. Have open conversations: Communication between an employer and employee can build trust and help avoid confusion and uncertainty. Conversations with staff help to manage expectations and encourage a supportive work environment. Look for low cost solutions: Not all arrangements cost money. Think creatively about things you can do that don’t add cost, such as flexible start and finish times. Trial something: Set a fixed period such as three to six months, to trial a flexible working arrangement. That way you can get a better idea of what will or won’t work for the employee and your business, and how it can be adjusted if necessary. Responding to a requestIf an employee who is entitled to request flexible working arrangements (see legal requirements set out above) makes a written request for flexible working arrangements, you must:
Best practice employers follow this process for all flexibility requests, regardless of whether the employee is entitled to make the request under the Fair Work Act.
If you receive a request for a flexible working arrangement you should consider the following:
Remember, employees who feel supported in meeting their outside work commitments are generally more productive, less stressed and more committed to their workplace. Refusing a requestEmployers can only refuse a request for a flexible working arrangement from an employee who is entitled to make the request under the Fair Work Act on reasonable business grounds. Reasonable business grounds for refusing a request could include:
Using best practice to support flexible working arrangementsBest practice doesn’t look the same for all employers. It will vary depending on number of employees, industry and the business environment. Below are initiatives and suggestions that can help you move your business towards best practice. Develop a policyA policy is a good way to show that your business supports flexibility. A policy can help your managers and employees understand how flexibility works and can give your business an advantage to attract and keep staff. When developing your flexibility policy, consider your legal obligations, business needs, and the views of employees. Developing your policy in consultation with employees will help create a consistent and fair approach that works for everyone. Your policy should complement other policies and help employees achieve genuine work-life balance. Your flexibility policy should:
Avoid assuming what your employee wants or needs. Seek to better understand what flexibility means to individual employees, as this means different things to different employees. If an employee asks for flexible work, talk to them to explore their needs and suitable options. This will help you make sure that both their interests and the needs of your business are being considered. Train managers and employeesBest practice employers give their managers and employees training and information about flexible work. This helps everyone understand how flexible work operates and encourages employees to discuss their needs with their manager. Information and resources you can provide to your managers and employees include:
A medium-sized distribution company wanted to promote their family-friendly policies. They made copies available to employees, explained what they meant, and how they worked. Managers were briefed about the importance of flexibility and coached on how they could support staff. This resulted in higher engagement, more part-time roles being created, more staff working from home and lower staff turnover. Create a supportive cultureBest practice employers create a culture where employees feel supported in their family roles and comfortable discussing their needs. Tips for creating a family-friendly culture include:
Joe is a team leader in a call centre. He leaves work early one day a week to take his elderly father to appointments and social outings. Joe talks with his team about his flexibility arrangement. This has helped send a message to his team members that flexibility is acceptable in their workplace. Joe’s employer supports his arrangements. It helps to show that flexibility can be used for a range of personal commitments. Invest in technologyTechnology can enable and support flexibility in your workplace. It can also help you manage employees and teams with flexible working arrangements. For example, consider:
Businesses are increasingly using technology (such as apps, monitoring software or tracking devices) to supervise their employees. Things employers monitor can include:
There may be privacy implications when employers use technology to monitor the behaviour of their employees, including during the coronavirus outbreak. For more, see the Office of the Australian Information Commissioner’s guidance on privacy obligations to staff during Coronavirus , at www.oaic.gov.au/covid-19.Best practice checklistA best practice workplace involves more than just understanding and complying with the law. This checklist will help you work towards best practice when managing flexible work in your business:
Links and resourcesResources
LinksState & territory anti-discrimination bodies |