Policy and strategy guidance: Flexible working arrangements - About this guide

According to the Fair Work Ombudsman, it includes changes to: hours of work – for example, changes to start and finish times or to the standard work week patterns of work – for example, split shifts or job sharing locations of work – for example, working from home. [...] Employers who promote quality flexible work for all staff and at all levels of the organisation enable more equitable division of paid and unpaid responsibilities between women and men, and more equitable workforce participation and career progression, both of which can lead to reduced gender pay gaps. [...] Why is flexible work beneficial to organisations? Flexible work can help meet employees’ needs, including through supporting: mental health and wellbeing4 carers and employees with a disability5 management of psychological hazards, such as job demands and low job control the cultural and religious practices of people from a range of backgrounds6 For organisations, when options for flexible. [...] Topic Inclusions Flexible work objectives Objectives of flexible working arrangements, such as to: o facilitate the accomplishment of work o provide autonomy for employees to balance home, community, and educational responsibilities; medical issues; or assist with transitions in and out of paid work (such as returning after undertaking parental leave or sick leave) o benefit and reflect the need. [...] Employers can do the following as part of a better practice approach: for managers, teams and employees to help them understand and implement quality flexible working arrangements, so that they work for the individual, the team and the organisation promote the flexible working policy effectively ensure senior leadership are engaged with and role-model flexible work create a supportive cult.