In today’s digital world, flexible work arrangements such as flextime and telecommuting continue to grow, in large measures. Also, several studies show that businesses that introduce flexible work arrangements continue to prosper while simultaneously improving the quality of life of their employees.
Looking ahead, it seems clear that flexible work programs will continue to be used more frequently. Thanks to the rising remote-work trends.
So, what’s next? Flexible work arrangements are not a one-size-fits-all solution. There are different types of flexible work arrangements you need to be aware of and the law aspects to consider before you implement that one that suits your business and employee needs.
Let’s look into the different types of flexible work arrangements
9 Types of flexible work arrangements
The flextime program gives workers far greater leeway in terms of the time when they begin and end work – provided they put in the total number of hours required by the employer. These periods are usually at either end of a “core” time during which most company business takes place. Formerly regarded as a rare, cutting-edge workplace arrangement, flextime is now commonly practiced in a wide variety of industries.
2. Compressed workweek
In this particular work arrangement, the standard workweek is compressed into fewer than five days. In other words, it allows your employees to work 40 hours in fewer than five days, such as working – four ‘10-hour days.’
Other options include three 12-hour days or arrangements in which employees work 9-hour or 10-hour days over two weeks. And then are compensated with a day or 2 days off, respectively.
This type of work arrangement is also called telecommuting. Here, the employees may work from home or from a remote location on an approved schedule. Be it for a certain number of hours or days a week, depending on the mutually agreed-upon schedule.
4. Job sharing
This is a type of work arrangement wherein two employees voluntarily share the work hours – duties and responsibilities of one full-time position, with both salary and benefits of that position divided equally between them.
5. Work sharing
This work arrangement is often used by organizations that wish to avoid layoffs. What they do is – they temporarily reduce hours and salary for a portion of their workforce while maintaining the number of employees. In fact, many organizations today have resorted to this work arrangement as a way to respond to the financial stress created by the Covid-19 crisis.
6. Expanded leave
This is a great work arrangement for employees who are looking for extended periods of time away from work without losing their rights as employees. And this type of leave can either be paid or unpaid. And maybe used for a variety of reasons, including sabbaticals, education, community service, family problems, and medical care. However, the Family and Medical Leave Act now covers the latter two reasons.
7. Phased retirement
In this type of flexible work arrangement, the employee and employer mutually agree to a schedule wherein the employee’s full-time work commitments are gradually reduced/phased out over a period of months or years.
8 Partial retirement
This type of work arrangement allows older employees to continue working on a part-time basis without a fixed end date.
9. Work and Family Programs
Though these programs are relatively rare, some companies have recorded good results after implementing them on a pilot-basis. In this type of program, the employers provide assistance to their workforce by offering on-site facilities to take care of their children and elderly family members.
Did you know? 73% of employees said flexible work arrangements increased their satisfaction at work and 78% felt it made them more productive.
Choosing a flexible work arrangement that works for your organization can seem tricky, but taking a systematic approach to implement your program can narrow down the list of options that will most benefit your company and your workforce.
To start with, you may use a focus group or a sample survey to figure out which options your workforce needs. You may even execute a pilot program to test your options and see if the program you selected needs any change.