Flexible Work Schedules - What Works and What is Illegal

According to a report by Regus, 67 percent of Singapore employers claim that flexible working practices have helped increase their productivity. Sixty-six percent of the employers reported that "flexi-working" is directly linked to an increase in revenues.

Employers reported that flexible working practices make workers feel more energized and motivated. Globally, flexibility also enables organizations to reduce employee turnover because of improved worker morale and health. In fact, 58 percent of respondents say their employees feel healthier because of flexible working practices. Sixty-seven percent of employees are now working more on the move compared to the time when flexible working practices were not yet popular. At the same time, more employees are likely to work part-time at some point in their careers.

Despite the clear productivity benefits of flexible working practices, small businesses are accepting flexible working practices more readily than are large firms. The study shows that 80 percent of workers from small businesses work flexibly compared to only 60 percent of workers in large firms.

According to William Willems, regional vice president for Regus, Australia, New Zealand and Southeast Asia, technology and network improvements along with employee demands for a better work/life balance are making flexible working schedules the norm. "Flexible working practices increase productivity," business.asiaone.com (Feb. 13, 2012).

Commentary and Checklist

Compressed workweeks are one form of flexible scheduling. Other examples are staggered shifts or flexible daily hours.

The benefits of flexible scheduling are many: from boosting morale to reducing commute times to improving employee health and productivity. Furthermore, an employer providing flexible scheduling has a recruiting and retention advantage over employers not offering flextime.

Flexibility is a favorite employee benefit, and the productivity reward might make many employers want to establish a flextime policy. There are, however, some risks of having a flextime policy.

Consider the EEO risks associated with flexibility benefits. In particular, feelings of unfairness may arise in employees who are not allowed, or who are unable, to participate in a flexibility program. When feelings of unfairness exist, the employer faces a higher risk of discontent and discrimination claims. Employers offering flextime must evaluate the risks as well as the benefits of flextime.

A flexible work schedule is generally a matter of agreement between an employer and employee. The Department of Labor (DOL) has compiled a list of resources that addresses the subject. Go to Work Hours-Flexible Schedules to learn what the DOL has to say about flexible scheduling.

Employers considering flextime should review these suggestions:

This informational piece was published on April 4, 2012.