Gone are the days when working life was strictly defined by the nine-to-five, forty-hour work week. Today, flexible working arrangements are increasingly common, reflecting changing attitudes about how, where, and when we work.
For workers, this can mean a better work-life balance, reduced stress, and more time for personal commitments. For employers, offering flexibility can boost morale, improve retention, and create a more engaged, loyal workforce. In other words, it’s a “win-win” situation for everybody.
Successfully unlocking these benefits requires careful planning and a strong organisational fit.
When the standard working hours don’t work for you, you might like to consider flexible working arrangements. These are any changes to the standard working hours, patterns, or location that might give you more control and flexibility over your working life.
The ability for employees to set their own working hours is the most in-demand work perk among Australian employees. And more than half of job seekers (56%) now want hiring companies to offer remote or flexible work options.
More and more bosses are embracing these requests – they recognise the benefits of creating a flexible workplace for their employees, from increased productivity to improved work-life balance. A few examples of flexible work arrangements are listed below.
This refers to the set times during which you carry out your job duties.. Adjusting your work hours gives you the flexibility to align your schedule with personal commitments, such as school runs or other important responsibilities. Examples include:
Compressed working week. You can work longer hours over fewer days, for example, four days instead of five.
Flexible start and finish times. egin and end your workday at times that suit your personal schedule.
Flexi-time. You can ‘bank’ extra hours and exchange them for time off.
Rostered days off (RDOs). Earn a day off by working additional hours over a set period.
Time off in lieu of overtime. Instead of extra overtime pay, you can gain time off later.
Adjusting your work patterns allows you to reshape your schedule, giving you the flexibility to manage your workdays across the week or month. This gives you greater control over when and how you get things done, making your work life more balanced and efficient. Examples include:
Part-time work. You’ll work fewer hours than a full-time schedule.
Job-sharing. You and another employee will split the responsibilities of one full-time job.
Split shifts. Break your workday into two or more separate segments.
Switching up your work location can help you better align with personal preferences or logistical needs, all while cutting down on commuting time and costs. Examples include:
Remote work. You can work from home or another offsite location.
Hybrid work. Split time between the office and another location.
Work from anywhere. You can work from various geographical locations, often with minimal restrictions.
Australian law recognises your right to request flexible working arrangements for specific life situations. The Fair Work Act 2009, Section 65 gives you the legal right to request flexible arrangements, but only if you’ve worked with the same employer for at least 12 months and meet the following criteria:
You’re a parent or carer of a child who is school-aged or younger
You’re a carer
You’re pregnant
You’re living with a disability
You’re over 55
You’re experiencing domestic violence, or caring for someone who is
Of course, employers can also offer flexible arrangements outside of these categories – like supporting workers pursuing further education – simply because it makes good business sense.
Knowing when and how to request these arrangements is the key to making work work for you, not the other way around. Be sure to present a clear and convincing case that highlights both your needs and your employer's priorities.
Check if your request aligns with legal requirements and company HR policies. The Fair Work Act and workplace policies and procedures provide a roadmap that, if followed, can increase the chances of your boss approving your request.
As per Section 65 of the Fair Work Act, requests for flexible working arrangements have to be made in writing and must include the following talking points:
Explain what changes you are requesting
Explain your reasons for the requested change
Include details such as the type of arrangement, why you want it, and when it will be in place
Employers are obligated to respond to a request within 21 days
By sending a written request, “the details are very clear, given that the manager may need time to work out if it’s possible, and if so, how resourcing requirements will be met,” explains Jemima Grieve, Human Resources Manager at SEEK.
Grieve encourages both managers and employees to approach the discussion with an open mind: “Take an approach of ‘if not, why not,’ rather than assuming it won’t work because it hasn’t been done before,” she explains.
Either side may have varying views of what a “flexible work arrangement” means – communicating your views allows both sides to find common ground faster.
You should also consider your employer's needs: show that your requested arrangement won't harm the business, and clarify how you’ll adjust your work practices for your boss’s benefit. For example, you might demonstrate how you'll stay accessible to your team through regular check-ins and scheduled meetings, even while you’re working from home.
Your ideal flexible work arrangement may be crystal-clear for you, but your plan might not perfectly align with your employer’s. Approach the conversation as a negotiation rather than a demand. Listen to your manager’s feedback, consider their constraints, and be ready to propose alternatives. For instance, if fully remote work isn’t an option, would a hybrid model work for you?
Be open to compromise – showing that you’re willing to adjust to your boss’s needs can build trust and increase the likelihood of approval.
Create a request that focuses on the mutual benefits of flexible working arrangements. You should be able to explain how such arrangements enhance your productivity and work-life balance while ensuring your organisation meets its goals.
Can a flexible workplace improve retention rates by increasing employee satisfaction and morale? Will it lead to greater productivity, or even reduced rent costs?
Flexible working arrangements can significantly improve work-life balance, productivity, and job satisfaction, but realising their benefits requires proactive effort on your part. By implementing the strategies outlined here, you can stay motivated and engaged while making the most of your flexible work environment.
Schedule frequent check-ins with your team and manager to update them on your progress, address any challenges, and stay mutually aligned on your goals.
Use collaboration tools, such as video calls, instant messaging, and shared documents, to ensure seamless interaction. Reach out to colleagues and supervisors when needed and advertise your available hours to avoid delays or misunderstandings.
Be proactive in showcasing your contributions. Share regular, actionable updates on your tasks and achievements during meetings or via email. Attend meetings, volunteer for projects, and find ways to stay connected with colleagues, whether in person or virtually. And be as predictable as possible: structure your day around a routine and regularise your schedule for the benefit of your colleagues.
Flexibility only works if there’s mutual trust between you and your employer. Reinforce this trust by delivering quality work, meeting deadlines, and communicating openly about any challenges you face. Show gratitude to the managers and colleagues who help make your flexible arrangement possible.
Despite the growing acceptance of remote and flexible work arrangements, some employers remain skeptical due to misconceptions about the mechanics of a remote workplace. Before you make your request, learn the most common objections to flexible work practices – and, more importantly, understand how to address them.
Some employers will insist that remote and flexible arrangements will erode company culture. This springs from the belief that culture only flourishes when employees are physically together, learning by observation and spontaneous conversation.
However, authentic culture doesn’t rely solely on proximity. It thrives on trust, engagement, and employee well-being. Allowing flexibility often leads to happier team members and reduced turnover, both of which bolster a positive culture.
In fact, giving people more control over when and where they work shows that you value their needs – a powerful trust signal that can strengthen rather than weaken cultural bonds.
Employers may struggle to imagine effective onboarding processes and skills development sessions outside the traditional office setting. However, many of these methods can transition seamlessly to virtual environments.
Orientation videos and self-paced online courses can supplement or replace long, in-person sessions, ensuring new hires absorb essential information at their own pace. Regular video calls can help introduce new employees to the team and foster relationships.
Additionally, supplementing performance evaluations with clearly defined tasks, consistent feedback loops, and transparent project timelines can help the process become more objective and data-driven.
Some employers worry that allowing employees to work remotely or with flexible hours will cause communication to falter. Without the ability to walk over to a colleague’s desk, how can teams stay aligned?
Overcommunication is the answer to this problem. Clearly defining when and how team members are available can actually improve communication skills. Over time, teams that depend on clear, intentional communication channels may become more synchronised than those relying on casual hallway chats.
If your employer rejects your request, consider suggesting alternatives to address objections. For example, you can reduce the flexibility requested or offer a structured plan to maintain communication and productivity.
Remember your rights under Section 6. If you feel the denial is unfair or dismissive, you can seek further advice or escalate the issue.
Flexible working arrangements are not just perks – they are your rights, supported by evolving legislation and changing workplace cultures. By making a thoughtful, well-structured request and following through with responsible work habits, you can create a flexible arrangement that benefits you and your employer.
However, creating a flexible workplace depends on collaboration between yourself and your employer. When you approach flexibility thoughtfully – balancing your needs with those of your employer – you can turn it into a career advantage while contributing meaningfully to your organisation.
Those who’ve worked with the same employer for at least 12 months and are parents, carers, pregnant, over 55, have a disability, or are experiencing domestic violence can legally request flexible work.
Flexi-time allows employees to adjust their working hours, ‘bank’ extra hours, and exchange them for time off later. It helps balance personal commitments without sacrificing productivity.
These include remote or hybrid work, job-sharing, part-time schedules, rostered days off, compressed work weeks, and split shifts.
Submit a written request detailing the changes you want, why you need them, and how they’ll benefit your employer. Your employer must respond within 21 days.
Have a clear proposal, be open to compromise, address their concerns, and consider alternative solutions. Show how flexibility benefits both parties.
Employees enjoy better work-life balance, reduced stress, and higher job satisfaction. Employers gain an engaged, productive workforce, improved retention, and a more adaptable operation.
Yes. While not mandated by the Fair Work Act, many employers offer flexibility to those pursuing further education, understanding that upskilling employees is a long-term benefit for everyone.
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