Type of Flexible Arrangement   Description   Examples  
  Part time work   Typically in Australia, part time work is considered to be less than 35 hours a week. Part time work can be five days a week with shorter than usual hours, or working on certain and agreed days a week.   2, 3 or 4 days a week instead of 5 x ½ days e.g.10am – 3pm.

5 day fortnight e.g. 3 days one week, 2 days the next.

Regular core hours that vary during exams or school holidays.

Staggering start and finish times.

Longer hours per day for fewer days work (also see Compressed Working Week).

Weekly number of hours agreed upfront and employee completes these hours at their discretion.

  Flexible Working Hours   This arrangement is tailored to meet individual and business needs and can apply to full time and part time employees. It requires employees to negotiate their working hours with their employer.    Staggering start and finish times.

Longer hours per day for fewer days work (also see Compressed Working Week).

Weekly number of hours agreed upfront and employee completes these hours at their discretion.

  Rostering & Flexi Time   Rostering: A variable arrangement where the working hours of the employee are agreed around specific work patterns and shifts that may fluctuate.

Flexi Time: Where an employee accrues paid leave based upon additional hours being worked over an extended period.

  Rostering: Hours and days are negotiated on a regular basis 12noon–9pm shift versus 8am–4pm.

Flexi Time: 1 day paid leave accrued per month by the employee working additional hours each week.

  Compressed Working Week   An employee may elect to work nine days in a fortnight instead of ten, on the condition that they work the same number of hours in a normal fortnight over nine days.   Employee may elect longer than average working hours e.g. 8am – 8pm for 4 days instead of 5. Or work longer hours over 9 days instead of 10 in a fortnight.  
  Job-Sharing   Job-sharing is an arrangement where one full time position is shared between two or more people. Each person in the arrangement works part time in a regular and on-going basis, usually so that at least one of the ‘team’ is present on any working day. Conditions for people in job share arrangements are usually the same as those for part timers.   Employee A works Monday-Tuesday. Employee B works Wednesday to Friday.

Employee A works 8am-1pm. Employer B works from 1pm to 6pm.

  Job splitting   Where responsibilities of one full-time role are separated logically and allocated to two or three people.   Employee relinquishes elements of their job in return for other duties that allow him/her to leave at 3pm each day.

Employees share the team workload with one another to allow each team member some flexibility in working days and hours.  For example, one employee agrees to cover the workload of another team member so he/she can start work at 10am and in return he/she swaps and covers for the other as agreed.

  Working from home   Working from home arrangements can either be on a regular basis or an agreement where working from home can be done when required.   Employee has a home office which allows him/her to work at home on demand.

Employee has internet access to documents and emails so part of the week can be worked from home e.g. 8–10.30am 5 days per week or 2 days per week.

  The purchase leave or 48/52 option   This is referred to by different names in different companies and may vary in detail, but generally means that an employee can elect to take additional annual leave (ie in addition to their annual entitlement), in return for a pro-rata reduction in their salary. This reduction is then averaged out over the year.   Employee purchases 2 weeks extra annual leave to use at their leisure (with manager approval).

Employee elects to reduce salary by percentage each week to allow he/she to work 4 days instead 5 on a temporary basis e.g. during school holidays, leading up to parental leave, during exam time, and phasing into retirement. Also see Part Year / Variable Year Employment work arrangements.

  Variable work location
  Mobile work on the road, from home, in the office, from a client’s workplace, via email and phone.   Employee, manager and client agree on variable work locations and hours to meet the demands of the job. So the employee manages their own weekly work schedule and location around work requirements.  
  Gradual Return to Work   Where an employee gradually returns to ‘normal’ working arrangements on a incremental basis over a period of time e.g.: after illness or parental leave   Employee is due to return from parental leave e.g.; starts back 2 days for the first 6 months then 3 days after that, then 4 days after 2 years.  
  Career break   Where an employee is granted leave of absence or sabbatical for an extended period of time on a full time or part time basis (usually unpaid) e.g. up to 12 months.   Employee may request a career break for reasons such as travel, school holidays, caring responsibilities, study, or illness.  
  Part Year or Variable Year
  Where an employee works for a certain number of months a year and then is granted unpaid leave for the remainder of the year. This works for employers with seasonal work demands, and employees needing more time off than the average 4 weeks annual leave.   Employee/employer agrees that he/she will work for only part of the year. So an employee works for 9 months (not necessarily consecutive) of the year and is granted unpaid leave for the remainder 3 months.  
  Phased Retirement   Where the employee agrees on a gradual retirement working schedule or plan to allow he/she to work a reduced number of days and hours.   Employee elects to work 4 days per week for the year before he/she retires.  
  Lifestyle & Community Days Off   Where an employer allows employees to take paid or unpaid additional leave.   Employee is granted a leave day (rather than being deducted from annual or sick leave) to attend to parental or carer responsibilities, undertake charity work, or move house for example.  

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  Simple and convenient business case Toolkit for managers and employees to openly plan, negotiate and implement a flexible work arrangement.

Designed specifically to support:
expectant parents
employees on parental leave
working parents