Flexibility in the Workplace
In 2017, there isn’t much debate that employees want to have flexibility in the workplace to allow for the challenges of work life balance. And businesses want to offer this to allow for greater retention and more productive staff.
However, it is important to understand Fair Work obligations as managing this can be tricky for both parties if they don’t know their legal grounds.
The good news of course is that Fair Work let’s both parties come to the agreement, however, there are some exceptions as certain employees have the right to request flexible working arrangements. Employers can only refuse these requests on reasonable business grounds.
What are flexible working arrangements?
Examples of flexible working arrangements include changes to:
· hours of work (eg. changes to start and finish times)
· patterns of work (eg. split shifts or job sharing)
· locations of work (eg. working from home).
Who can request flexible working arrangements?
Employees who have worked with the same employer for at least 12 months can request flexible working arrangements if they:
· are the parent, or have responsibility for the care, of a child who is school aged or younger
· are a carer (under the Carer Recognition Act 2010)
· have a disability
· are 55 or older
· are experiencing family or domestic violence, or
· provide care or support to a member of their household or immediate family who requires care and support because of family or domestic violence.
What about other staff?
Otherwise, if employees are still receiving their minimum entitlements, employers and employees can negotiate ways to make their workplace more flexible. Examples include changing what hours are worked and where work is performed.
Sources:
https://www.fairwork.gov.au/employee-entitlements/flexibility-in-the-workplace