Summary

Flexible work arrangements have been implemented by organisations for a variety of reasons that benefit both the employer and the employee. The ranges of flexible working possibilities that may be offered are comparatively large and depend upon the particular circumstances of the organisation and its workforce. Options may range from offering employees flexible hours and compressed workweeks through to job sharing and teleworking arrangements.

Employers report that improved productivity, quality of work, and retention of key personnel are some of the major benefits associated with flexible work arrangements. The wise selection of the appropriate personnel to carry out off-site work is an important consideration, and related to this are the different management/supervision requirements for such employees.

Job sharing can benefit organisations that wish to retain specialised talent, and for the additional overhead of supporting two employees in the place of one, the combined wisdom of two people can be obtained along with greater productivity and focus. Job sharing can be particularly attractive to female employees who, typically,  wish or need to combine family and work responsibilities, it is also an effective way of managing phased retirement options by having a younger employee share a job with an older one who wishes to work less hours.

Telecommuting (or teleworking) fuelled by technology advances is a rapidly growing flexible work practice that offers potential benefits to individuals, organisations, and society.

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