No longer the millennial-attracting innovation of fresh new start-ups that it once was, flexi-time has transformed into a feasible working policy that has the potential to improve business practices across a range of industries. Put in place to improve work/life balance, reduce commute times and allow more time for leisure, study and childcare commitments, the practice has all manner of benefits to offer, so it's easy to see why such an approach has been gaining traction.
And in the current climate of working from home during the pandemic, flexible working arrangements are now more prevalent than ever. In fact, managers may have already had informal policies in place with their team, such as working one day a week from home or allowing early finishes for personal reasons.
But what do you need to do if you're looking to implement a formal company-wide policy of flexitime and properly manage it? In this article, we'll go into the topic in more detail, looking at the advantages of such an approach as well as how to introduce it into your workplace.
As the name suggests, flexitime is a way of working which allows employees to fit their working hours around their individual needs, accommodating other commitments they might have outside of work. This allows them the flexibility to start and finish work at times that suit them.
The business will agree standard or core working hours that each employee must work, as well as flexible hours that allow employees to arrive and leave when they want, subject to organisational demands.
There are many advantages to flexitime which can benefit both employee and employer. Such a policy aims to:
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Despite its numerous benefits, there are still certain barriers that stand in the way of implementing a flexitime policy, including:
If you encounter some of these issues, then it's still possible to implement flexitime to overcome them. The following steps can help to introduce a policy in the right way:
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