Tips for Negotiating Remote Work Arrangements

👶🏻 A workplace tribunal has rejected business arguments that changing nappies and settling a crying baby are grounds to refuse WFH requests because they would significantly distract an employee. Last week, the Fair Work Commission backed a Freight and Logistics Services Australia account manager’s bid to increase his WFH arrangement from 2 to 3 days every second week to take care of his 18-month-old child and save on childcare costs. The ruling stressed that employers are required to accommodate individual employee situations, even if it departs from the terms of their employment. The manager had asked for an extra day after his wife lost flexibility in her job and they did not want the child to go to daycare until she was 2 years old. He proposed to work from home and use the company BubbaDesk – where parents have a shared workspace and nannies look after the children. The freight company rejected the manager’s claim after he flagged he may need to change nappies, help his daughter get to sleep and tend to her if she got upset. The business said such duties were “significant supervisory responsibilities” that “would represent a significant distraction”, and conflict with his contractual obligation to devote his whole time to the business during work. It argued that supervising his daughter would negatively affect customer service, particularly urgent requests to attend sites and claimed two clients had already commented on the distraction. Granting the request would set a “concerning precedent across the broader business”, it told the commission, as it “spends a lot of money on real estate, and it would prefer for its employees to be in the office”. Commissioner Damian Sloan found FLSA’s arguments unpersuasive, particularly when the Fair Work Act’s objectives for flexible work were for employers to accommodate individual employees if they can do so. “This might require a departure from the written terms of the employee’s employment,” he said. In any case, it was “a stretch” to argue a clause requiring the manager to devote his time to the business while working – which in context was about engaging in other business activities – “operates as a bar to [him] changing his child’s nappies or settling her when required during working hours”. He ordered FLSA to allow the worker to work from home the extra day until July 31, when the child turned 2 years old and the family expected her to start childcare. ❓Do you agree, is changing nappies and settling a crying baby are grounds to refuse work-from-home request, or should employers be required to accommodate individual employee situations like this? If an employer ‘spends a lot of money on real estate,’ should employees to be in the office? As always, keen to hear your thoughts, experiences and opinions. 🙏🏻 Link to full article in the comments below 👇🏻 WorkFLEX-Australia #flexibleworkarrangements #wfh #worklifebalance The Australian Financial Review Author: David Marin-Guzman

Kay Fabella is one of THE most prolific podcasters in the inclusion space. Her podcast “Inclusion in Progress” has 131 episodes over 6 years. Kay’s got an interesting story: She’s a Filipina American from Los Angeles. She moved to Spain with a one-way ticket. She’s a daughter of immigrants who became an immigrant herself. As a non-EU citizen she had to be creative to find work. Her roles included being: - A singer - A food tour guide - An English teacher This was not an easy time. In 2008 Kay was hospitalised and diagnosed with clinical depression. She spent nearly two and a half years in recovery. This meant Kay had to develop tools to manage her mental health conditions while trying to earn a living. Working remotely saved her mental health. This set the stage for her idea of Inclusive Distributed Work. She talks about this A LOT. --- Most people think Distributed Work = Remote / Hybrid / In-office Kay says it also means being Global and Multicultural. Inclusive Distributed Work goes beyond  location flexibility. --- Have you heard about the remote vs return to office debate? Kay says it’s not a two-option debate. Turns out, there isn't just one way to work remotely There are 12. Which of these sounds like you? --- 1) Virtual-First with Planned In-Office Time – Example: Atlassian --- 2) Flexi-Remote with Core Office Weeks – Example: HubSpot --- 3) Output-Optimized Hybrid Work – Example: Salesforce --- 4) Hybrid with Optional In-Office Time – Example: LinkedIn --- 5) Hub-and-Spoke – Example: Dropbox --- 6) Fully Remote with Regional Hubs – Example: Automattic --- 7) Job Rotation – Example: Microsoft --- 8) Work-From-Anywhere + Cross-Cultural Hybrid – Example: Spotify --- 9) Results-Only Work Environment (ROWE) – Example: Toptal --- 10) Asynchronous-First – Example: Buffer --- 11) Digital Nomad-Friendly – Example: Doist --- 12) Core Working Hours with Flexibility – Example: UnitedHealth Group --- Which of these does your team use? Kay’s insights completely changed the way I think about remote work. Maybe it will for you to. Check out the show here and make your own mind up https://lnkd.in/eVecY-4w PS. Notice what most of these companies have in common?

Let's start Disability Pride Month 💜 with, "Why the Disability/Neurodivergent Community Advocates for Work From Home or Flexible Work" 1. Addressing Inaccessibility: Traditional office environments often lack the necessary accommodations for individuals with disabilities. Remote work removes these barriers, providing an accessible and comfortable workspace tailored to individual needs. 2. Managing Energy Levels: Many people with disabilities experience limited energy levels due to chronic conditions. Flexible work allows them to manage their energy more effectively, reducing the risk of burnout and enhancing overall productivity. 3. Economic Benefits: Remote work eliminates the costs associated with commuting and the need for expensive adaptive equipment in the workplace. This financial relief can be significant, allowing individuals to invest in health, education, and personal growth. 4. Time for Self-Care and Family: Flexible work schedules provide individuals with disabilities more time for essential self-care routines and to spend quality time with their families. This balance is crucial for mental and physical well-being. 5. Environmental Sustainability: Reduced commuting contributes to lower carbon emissions, making remote work an environmentally sustainable option. This aligns with broader societal goals of reducing our carbon footprint. 6. Enhanced Productivity: Working from home allows for a personalized environment that can minimize distractions and increase focus, leading to higher productivity levels. 7. Improved Mental Health: The flexibility to create a comfortable and supportive work environment can significantly reduce stress and anxiety, contributing to better mental health. 8. Greater Inclusion and Equity: By adopting flexible work models, employers can ensure that their workplaces are inclusive and equitable, providing equal opportunities for individuals with disabilities. What’s the point behind this? The insistence on traditional office setups often overlooks the unique needs of the disability community. Flexible work is not merely a convenience; it’s a necessity for creating an inclusive, equitable, and productive workforce. Why should location matter if employees can deliver high-quality work remotely? It’s time to rethink outdated workplace norms and embrace flexibility as a standard practice. In an ideal world, inclusivity and accessibility are at the core of corporate values. ID: Screenshot of a Twitter post by Puneet Singhal (@puneetsiinghal22) with the tweet reading, "Why the Disability/Neurodivergent Community Advocates for Work From Home or Flexible Work." #DisabilityPrideMonth #WorkFromHome #WeAreBillionStrong #SDGs #AXSChat #Accessibility #DisabilityInclusion #WFH

A topic of conversation the last week or so that's come out consistently amongst the HR fraternity in Singapore has been around Tripartite Guidelines on FWA requests. 🇸🇬 is taking a significant step forward in promoting work-life balance and inclusivity with the introduction of the Tripartite Guidelines on Flexible Work Arrangement Requests (thanks to the robust work by Tan See Leng and his team at the Ministry of Manpower, National Trades Union Congress (NTUC) and Singapore National Employers Federation (SNEF)). These guidelines will revolutionize how employees and employers approach flexible work arrangements. 💭 So what is the TG-FWAR? ✨ The TG-FWAR is a framework designed to facilitate a more structured and transparent process for FWA requests and discussions. It encourages open communication, mutual understanding, and collaboration between employers and employees 💭 What are some of the key highlights for employees? ✨ Right to Request: All employees with at least 26 weeks of service will have the right to request FWAs ✨ Reasoned Response: Employers are obligated to provide a reasoned response to FWA requests within a reasonable timeframe ✨ Appeal Mechanism: An appeal mechanism is in place for employees who are unhappy with their employer's decision 💭 What are some of the key highlights for employers? ✨ Structured Process: The guidelines provide a clear and structured process for handling FWA requests, reducing ambiguity and potential conflict ✨ Business Considerations: Employers can assess FWA requests based on legitimate business considerations and are not obligated to grant all requests ✨ Enhanced Employer Branding: Embracing FWAs can enhance employer branding and attract top talent who value work-life balance 💭 Why is this important? The TG-FWAR is expected to have a transformative impact on the Singapore workforce : ✨ Increased Employee Satisfaction: FWAs empower employees to better manage their work and personal lives, leading to improved morale and productivity ✨ Talent Attraction and Retention: Companies that embrace FWAs can attract and retain top talent who prioritize flexibility and work-life balance ✨ Diverse and Inclusive Workplace: FWAs promote inclusivity by accommodating the diverse needs of employees, including parents, caregivers, and individuals with disabilities ✨ Evolved Workplace Culture: The guidelines will foster a more open and collaborative workplace culture where flexibility is valued and encouraged The Tripartite Guidelines on Flexible Work Arrangement requests mark a significant milestone in Singapore's journey towards a more progressive and inclusive workplace. By empowering employees and providing a structured framework for employers, these guidelines are poised to reshape the way Singaporeans work and live. Excited to see workplaces embrace this new era of flexibility that works for everyone! Share your thoughts below👇 #Singapore #FWAs #TripartiteGuidelines #FutureOfWork #WorkLifeBalance

This week we’re going to talk flexible working on #LetsTalkAdjustments. Flexible working gained prominence during the COVID-19 pandemic, but disabled people have been doing it for years. Flexible working can include changing or removing start and finish times, and allowing people to work permanently or routinely away from the office in a place that suits their needs (not just from home). Flexible working can work for disabled people for a variety of reasons: sometimes conditions are more manageable at different times of the day, or their independence depends on support from personal assistants; sometimes someone has the perfect work environment set up at home that allows them to be the most productive, or they have less destructions out of the office and are able to focus on their work better; and sometimes the journey into work, or the workplace itself, is completely inaccessible and working from home is the only way they can work. I know, for me, I find flexible working helps because it allows me to take breaks when my eyes are tired, it allows me to work from a desk set-up that 100% works for me and my needs, and it allows me to walk my guide dog during the day when it’s light. I still do my full work week, just flexibly. By having flexible working as a workplace adjustment, you are supporting the disabled person to work in the best way that works for them and allows them to get the job done. The pandemic really embraced flexible working opportunities and we need to make sure that isn’t lost as we go into a ‘new normal’. Let’s measure the success of someone’s work on what they produce, not when they work or where from. How has flexible working helped you or someone you work with? Let me know 👇. ID: purple background with white writing that reads “Flexible working. Measure success on outcomes, not on where or when someone works”. The “Robbie Crow” is in hand written font and my LinkedIn details are in the bottom right hand corner. #DisabilityInclusion #Disability #DisabilityEmployment #Adjustments #DiversityAndInclusion #Content

In today’s evolving work landscape, remote and hybrid work have become the norm across many industries. While these arrangements offer unmatched flexibility, they also demand a high degree of self-discipline. Central to this is having a strong, intentional structure - one that supports productivity, well-being, and long-term success. 1. Enhancing Productivity Through Structured Routines A consistent daily routine, beginning and ending work at the same time each day, builds mental cues that help remote workers switch into and out of “work mode.” Research published in the Journal of Occupational Health Psychology shows that routine strengthens focus, reduces decision fatigue, and increases output. Blocking out time for deep work, meetings, and breaks ensures priorities are managed effectively. 2. Creating Boundaries with a Dedicated Workspace One overlooked but vital structural component is where remote work happens. While home offices are common, they’re not always ideal. Hospitality venues, such as cafés, co-working-friendly hotels, or even libraries, offer a practical alternative. They provide a change of scenery, reduce isolation, and trigger a psychological shift into work mode. According to a report by the International Workplace Group plc (IWG), 70% of remote workers say they’re more productive when working from flexible public venues than from home. This external separation can reduce distractions, support better posture and ergonomics, and help establish clearer boundaries between personal and professional life. 3. Preventing Burnout and Supporting Mental Health Without structure, it’s easy to fall into the trap of overworking or always being “on.” Defined work hours, clear task lists, and designated spaces (even outside the home) help workers unplug more effectively at the end of the day. Studies have shown that remote employees who maintain structured schedules and separate workspaces report lower levels of stress and burnout. 4. Fostering Communication and Cohesion A structured approach to team communication is also essential. Scheduled check-ins, project management systems, and regular team rituals (even informal ones) help ensure remote workers remain visible and connected. Research in the International Journal of Training and Development finds that structure in communication is one of the strongest predictors of engagement and retention in remote teams. But, structure isn’t just about schedules—it’s about space, habits, communication, and boundaries. Whether it's a consistent morning routine, a dedicated workspace at a local café, or regular virtual check-ins, structure empowers remote workers to thrive (not just survive) in flexible environments.

I have worked remotely for the last 8 years. I am even working from India for the second half of this year. Here’s what people would tell me all the time: → That’s such an incredible job → I wish my company was like that too → I wish I had this flexibility Ever since I knew my first kid was going to be born, remote work became a priority for me. For the last 8 years, I have had a remote job. And now, I have my online business that supports that. For jobs, there are three ways to land remote jobs: 1. Go to remote-specific job boards. • We Work Remotely • FlexJobs • Remotive • JustRemote - • DailyRemote You can also use LinkedIn or Indeed job boards and filter for Remote jobs. 2. Target remote-friendly name-brand companies: • Spotify • Shopify • Slack • Dropbox • Zapier • Atlassian • Automattic • and many more. Leverage AI to search for, "Give me names of 10 companies in <target industry>/<target role> that have been outspoken about being remote-first or remote-friendly." 3. Finally, be open to non-traditional options:     There are so many fully remote companies. They are just not household names yet. For example, the company where I worked till last year, EngSim Corporation, was an awesome place to work and was one of the best decisions I made in my life. Outside of a specific niche (advanced engineering in the automotive industry), no one would know about us. Every industry has companies like these. There's an example of another company, 37signals that created the project management tool Basecamp, whose cofounders Jason Fried and DHH have written seminal books about remote work. Track companies that are vocal about being remote-first. To drive this point home, here's a final example. My LinkedIn friend Tara Knight 🧩 is embarking on a digital nomad experiment while working in my other LinkedIn friend AJ Eckstein 🧩 's company Creator Match. Track creator-led businesses, entrepreneurs, and startups that will be cool places for you to work at. Chances are, they are more focused on fit than location. • Network with people who have these jobs • Create a list of amazing places to work at • Take action when an opening comes up __ That's it. Three practical ways to land remote jobs. This is a reality for many. You have to seek it. Good luck 🚀 PS. When it comes to my company and building my dream lifestyle, I started building on the side first. Should I write more about that?

Remote work is here to stay. We know that companies thrive when they adopt a remote work culture. We deserve fulfilling remote careers. But many job seekers waste hours applying to job boards, hearing nothing back. The secret? Tap into the “hidden remote job market.” The “hidden market” is real - 70% of recruiters prioritize referrals, and 37% of remote positions never hit job boards. They're filled through networks & “word of mouth.” Here's how to access these hidden remote opportunities: ✅ (1) Target remote-first companies Research companies that prioritize a distributed team. Build a focused list of 10-15 companies known for remote culture. ✅ (2) Build LinkedIn connections Map remote employees at target companies on LinkedIn. Join online communities and Slack groups where remote workers hang out. Every connection expands your reach. ✅ (3) Ask for virtual coffee chats Don't ask about jobs - seek advice about remote work transitions, remote team culture, and staying connected virtually. Build authentic online relationships. ✅ (4) Provide remote-specific value Share remote work best practices, make virtual introductions, engage thoughtfully in online discussions. When remote roles open, you'll be remembered. ✅ Bonus: Get active on LinkedIn Begin sharing content around your industry. Become known as the thought leader and “go to” person and expert in your field. Opportunities will begin coming to you. Your remote dream job is out there. If you're job searching now, consider this approach to the hidden market. Remote opportunities often go to those who build connections before they need them. Question - Have you ever found a new opportunity through the “hidden job market” strategy? Would love to hear about it in the comments. — 📌 Want more help? Join the “Escape the Cubicle” Newsletter with weekly tips on how to… …level up your remote career, grow & monetize on LinkedIn, and work from anywhere. Scroll to the top of this post and click “Subscribe to Newsletter” to join 30,000+ subscribers. ☝🏻 I’m giving away my professional resume template to all new subscribers this week. 🙏 Here’s to us growing together, Wes #jobsearchtips #careercoach #remotework

Is remote work sustainable? 2020 forced worldwide into a massive, unplanned remote work experiment.  Some expected productivity to drop, collaboration to suffer, and company culture to weaken. The reality is remote work didn’t just work. It actually thrived. Now, the question isn’t whether remote work can work.  It’s how companies maximize its benefits for long-term success. 1️⃣ Productivity is the key. A study by Great Place to Work found that 87% of remote employees maintain or exceed their pre-pandemic productivity levels. A Stanford University study found that remote employees were 13% more productive and took fewer breaks and sick days. This is because when employees are empowered to structure their work around their most productive hours, they get better results with less stress. 2️⃣ On the talent acquisition level, businesses that embrace remote hiring gain a competitive advantage in accessing top talent, rather than competing with the same companies for local candidates. As per LinkedIn Workforce Report, remote work expands hiring pools by 7x by gaining access to talent they previously couldn’t reach. Highly specialized roles, especially in tech, are now easier to fill because businesses can hire outside high-competition local markets. And with that diversity, it leads to stronger and more innovative teams. 3️⃣ For businesses who seek to reduce cost without sacrificing productivity, remote work is a major win. It allows companies to operate more efficiently. In a study by Global Workplace Analytics, the average company saves $11,000 per remote worker per year in reduced office costs, lower turnover, and increased productivity. And this is not counting all the secondary benefits like less lost time in traffic, less fuel consumption and so on. 4️⃣ Business resilience is more possible with remote work. The pandemic proved that companies with remote-ready operation adapted faster and recovered more quickly than those relying solely on in-office models. Distributed teams also reduce operational risk as companies are not reliant on one geographic location for workforce stability. And that asynchronous work allows business to operate 24/7. 5️⃣ Remote work has opened new opportunities for mothers This enables women and young mothers to balance professional responsibilities with family life more effectively. The flexibility to customize work hours allows parents to attend to their children's needs without compromising their careers. This shift not only supports working mothers but also enriches the talent pool with diverse perspectives and skills. The debate on whether remote work is viable is over. The regal question that we have to face is: How will companies maximize the benefits of remote work? Forward-thinking businesses are already leveraging remote work as a strategic advantage for productivity, hiring, cost savings, and long-term resilience!

Remote Work For African Youth. According to the World Bank, youths make up 60% of Africa's unemployed. While different govts and private sector actors scramble for lasting solution to this issue, there are things you can try to do to help yourself. I encourage you to think beyond borders. Nowadays, you have the opportunity to work internationally without leaving your country. Preparing yourself for such opportunities and exploring remote work options can be beneficial. Here are some ways to equip yourself and find remote work opportunities. 1. Enhance your remote work skills: To increase your chances of landing a remote job, focus on developing skills that are in high demand for remote work. These skills include excellent communication, time management, self-motivation, adaptability, and proficiency in remote collaboration tools. Showcasing these skills on your resume and during interviews will make you more attractive to remote employers. 2. Tailor your resume for remote work: Make sure your resume highlights your experience with remote work or remote-friendly skills. Emphasize any previous remote work experience or projects you have completed independently. Additionally, mention any experience using remote collaboration tools or managing distributed teams. Adapt your resume to demonstrate that you are capable of working effectively in a remote setting. 3. Leverage online job platforms: Utilize reputable online job platforms that specifically cater to remote job opportunities, such as Remote.co, FlexJobs, or We Work Remotely. These platforms curate remote job listings from various industries, making it easier for you to find suitable remote job openings across the globe. Regularly check these platforms and customize your search to fit your skills and preferences. 4. Network in remote work communities: Engage in online communities and platforms dedicated to remote work, such as LinkedIn groups, remote work forums, or social media groups. Networking with professionals already established in remote work can provide valuable insights, job leads, and potential referrals. Actively participate, share your expertise, and connect with like-minded individuals to expand your remote job opportunities. 5. Create a compelling online presence: Build an online presence that highlights your remote work capabilities and expertise. Maintain an up-to-date LinkedIn profile that reflects your remote work skills and experiences. Consider creating a personal website or portfolio to showcase your remote work projects and accomplishments. Engage in remote work-related discussions on social media to establish yourself as a knowledgeable professional in the remote work community. Having a strong online presence can increase your visibility and attract remote job opportunities. Remember, securing a remote job may take time and effort, so be persistent, proactive, and adaptable in your job search strategies.